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Avoiding Employment Retaliation Claims - HRCI & SHRM Certifications
- Provide an overview of the federal employment discrimination laws prohibiting retaliation in the workplace
- Outline the steps that employers should take to avoid retaliation claims
- Provide strategies for defending against workplace retaliation claims.
Overview of the webinar
Retaliation claims are the number one reason an employee sues their employer. Federal law protects employees from retaliation when employees complain—either internally or to an outside body like the EEOC—about workplace discrimination or harassment. This is true even if the claim turns out to be unfounded, as long as it was made in good faith. The law also protects employees who cooperate in EEOC investigations or serve as witnesses in EEOC investigations or litigation.
Who should attend?
- Human Resources Officers
- Managers
- HR Professionals
- Compliance Officers
- HR
- HR Managers/Supervisors
- Employee Benefits Professionals
- Hiring Managers
Why should you attend?
The U.S. Equal Employment Opportunity Commission (EEOC) recently released its 2017 enforcement and litigation data. Of the 84,254 workplace discrimination charges that were filed with the federal agency, approximately forty-eight per cent of these charges represented retaliation charges, making retaliation the most frequently alleged basis of discrimination in the federal sector. Title VII prohibits employers from punishing job applicants or employees for asserting their rights to be free from employment discrimination including harassment.
Faculty - Ms.Jennifer Newton
Jennifer Newton is a former Federal Financial Services Regulator from the U.S. Consumer Financial Protection Bureau (CFPB) and brings clients more than a decade of consumer compliance management and risk advisory experience. With her combined experience in the federal government, law firm, and in-house compliance positions, Jennifer offers an uncommonly broad range and depth of consumer compliance expertise in banking and financial service matters. She regularly consults with clients on complex issues relating to the Real Estate Settlement Procedures Act (RESPA), Telephone Consumer Protection Act (TCPA), Home Mortgage Disclosure Act (HMDA), the Gramm-Leach-Bliley Act (GLBA) and the Fair Credit Reporting Act (FCRA). She also guides clients on deposit and consumer lending issues under the Unfair Deceptive Abusive Acts and Practices Act (UDAAP), the Truth in Savings Act (TISA), Regulation CC, the CARD Act, Truth in Lending Act (TILA), Equal Credit Opportunity Act (ECOA), the Community Reinvestment Act (CRA) and the Fair Debt Collection Practices Act (FDCPA). In addition, Jennifer works with clients on privacy and financial technology (fintech) matters involving data security, data breach, open banking, and payment system issues under the Electronic Fund Transfer Act (EFTA), the Global Data Privacy Regulation (GDPR) and federal and state privacy laws, including the GLBA, HIPAA, ADA, CFAA, FCRA and the Florida FIPA.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org