Description

Course Overview

Workplace retaliation claims have become one of the most frequently filed claims in employment-related lawsuits. A decade ago approximately 30 percent of all complaints filed with the EEOC included an allegation of retaliation. By 2022, that number had increased to more than 50 percent.

Systemic, organizational-level approaches can help identify and prevent different types of retaliation and mitigate the associated risks.

Retaliation is not always overt. We are witnessing an increase in subtle and quiet forms of retaliation and this complexity makes addressing it all the more difficult.

This webinar discusses, what constitutes workplace retaliation, the signs of retaliation and how to prove it, current challenges that HR leaders face in addressing retaliation, and how organizations can effectively intervene and create a workplace where psychological safety is the norm.

Why should you attend?

If leaders are unable to recognize and prevent retaliation at the workplace, they risk causing both short-term and long-term harm to individuals, teams, and the organizations they serve. To create a culture where psychological safety is the norm, innovation thrives, and team effectiveness is high, you must manage not just overt retaliation but those that happen in the shadows too.

By participating in this informative 90-minute session, you’ll be provided with the information you need to assist your organization in preventing retaliation and mitigating its risks.

Areas Covered

• What constitutes workplace retaliation?
• Types of retaliation (overt, subtle, and quiet)
• Federal laws with anti-retaliation provisions
• The role of the EEOC when investigating claims of retaliation in 2024
• Why employers should fear retaliation claims
• Identifying workplace retaliation
• Elements of a valid retaliation claim
• Concepts of “protected activity”, “adverse action”, and “causation”
• Steps employers can take to minimize retaliation claims and litigation
• Investigating retaliation complaints
• Situations where it’s time to bring in legal counsel
• Appointing the right investigator
• Preparing and conducting investigative interviews
• Importance of having solid documentation
• How can you assist employees when they want to file an EEOC claim

Who will benefit

• Senior Leadership
• Human Resources Directors
• HR Managers & Representatives
• Operations Professionals
• Compliance Professionals
• In-house Counsel
• Business Owners
• Managers & Supervisors

About the Instructor

Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in HR consulting and administration in corporate, government, consulting, and pro bono environments. Diane founded Advantage HR Consulting 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 a wide variety of HR topics for various training firms across the country.

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

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.