Join us and our expert panel for this in-depth webinar to learn:
- What the EEOC’s enforcement guidance on national origin discrimination means for employers
- How to recognize national origin discrimination in the workplace (real-life examples)
- Practical workplace changes that will lower the chance of a national origin discrimination claim
- How to deal with requests for accommodation related to national origin
- What an employer can and cannot do to regulate employee language
- Legal dangers related to national origin discrimination (citizenship status & more)
- Six tips to bring your organization into EEOC compliance, and reduce potential liability
- Explanation of the EEOC’s new question-and-answer guide and “promising practices” on national origin discrimination
Product ID: 10675
With National Origin in the Spotlight, You Need to Know How to Avoid Legal Risks!Get it on demand now
Joseph Liburt is a Silicon Valley partner in Orrick's Employment Law and Litigation group, which was recently named Labor & Employment Department of the Year in California by The Recorder. Joe has more than 20 years of experience representing standout companies such as Apple, Sears and Microsoft in their most challenging and complex employment matters.
Megan M. Lawson
Managing Associate, Orrick
Megan Lawson is an employment law attorney in Orrick's Silicon Valley Office. Megan defends companies in class action, multi-plaintiff and single plaintiff lawsuits under California and federal law on a variety of issues, including discrimination, harassment, wrongful termination claims and wage-and-hour issues. Most notably, Megan served on the trial team that resulted in the firm's resounding victory for venture capital firm Kleiner, Perkins, Caufield & Byers in the highly publicized gender discrimination lawsuit brought by Ellen Pao.
Continuing Education Units
HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”
C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.50 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.