2025 EEOC & Employers: Investigating Claims of Harassment & Discrimination

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Date: July 21, 2025 | Time: 01:00 PM (ET)
Duration: 90 Minutes | Speaker: Diane L. Dee
Certification: SHRM & HRCI Credit – 1.5

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Category: 2025 Webinars

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Description

Summary of the Event:

Organizations have legal and moral responsibilities to support diversity in their workplaces and to ensure compliance with all equal employment opportunity rules and regulations. Unfortunately, workplaces have not always been welcoming to women and minorities, and many people have faced prejudicial behavior when seeking employment or while on the job.

While laws like the Civil Rights Act of 1964 have improved the working lives of many, there are still serious issues that require attention and action. Human Resource professionals are especially important for creating hospitable and inclusive work environments.

Policies that discriminate against protected classes of individuals, either explicitly or accidentally, are illegal. Thus, even unintentionally discriminatory practices that disparately impact those that are vulnerable to prejudicial treatment must be prevented.

Investigating an employee’s claim of discrimination or harassment requires immediate action on the part of employers to satisfy the recommendations of the Equal Employment Opportunity Commission (EEOC). The EEOC strongly recommends that employers swiftly investigate and resolve employees’ complaints of workplace harassment and discrimination. If an employee lodges a complaint against a colleague or the employer itself, an investigation is a required step since courts have ruled that failure to investigate on the part of an employer is akin to discrimination.

Responsiveness to a complaint and an investigation will not only yield the best information and evidence, but it will also enhance both the investigator’s and employer’s credibility. Investigations can help the organization identify and resolve internal problems before they become widespread. Given that every complaint has the potential to become a lawsuit, employers should investigate every case in a manner in which it can be presented to a court of law, if necessary. As potentially disruptive as investigations can be, they must be prompt, thorough and effective to ensure all parties’ protection.

Specific Topics to be Discussed:

Functions of the EEOC
Federal legislation requiring equal treatment of employees
Title VII of the Civil Rights Act of 1964: Original protected classes and currently acknowledged protected classes; Amendments to Title VII in 1991 and 2020
Disparate treatment v. disparate impact
Various forms of harassment & applicable court cases
How is sexual harassment defined?
What harassment is NOT
Quid-Pro-Quo harassment and Hostile Work Environments
Best Practices for avoiding claims of sexual harassment
Determining is the harassment is severe or pervasive
Sexual harassment red flags
Process of filing a charge with the EEOC
Common reasons employees state for not filing a claim
Charges of retaliation and discrimination
Formal complaints and the investigative process
Process for employees to follow when filing a charge of discrimination with the EEOC and State/Local Agencies
What employers can expect once a charge is filed
Conciliation process
New legislation regarding forced arbitration: Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021
Mediation process
EEOC determinations
Front Pay in lieu of job reinstatement
EEOC penalties levied against employers
Tips when dealing with the EEOC
Affirmative Action programs
The cost of non-compliance

Who will benefit from attending this webinar?

Senior Leadership
Managers & Supervisors
Project Team Leaders
Human Resources Professionals
Operations Professionals
Recruiting Professionals
Employees

Ask your question directly from our expert during the Q&A session following the live event.

Speaker

Diane L. Dee

Diane L. Dee, President of Advantage HR Consulting, LLC, has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in Human Resources consulting and administration in corporate, government, consulting, and pro bono environments. Diane founded Advantage HR Consulting, LLC, in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on various HR topics for various compliance training firms across the country.

Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP, and HRPM® certification.

Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation, assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.

Certifications

Paudioz is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.

This Program has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).

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