$270 Members / $295 Non-Members
The Equal Employment Opportunity Commission enforces federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age, disability or genetic information. With new EEOC enforcement directives and activities under way, it is more critical than ever for employers to understand the risks and compliance issues under discrimination law, based on protected classes.
Attend this comprehensive one day seminar for a practical update regarding employer duties to employees in protected classes and learn about a range of topics including criminal background checks, “ban the box” and evaluating pay practices to minimize compensation discrimination risk.
Topics To Be Covered:
- Disability: accommodation update, FMLA interplay, the interactive process
- Religion: what is a sincerely held belief, scope of duty of accommodation
- Age: evidence required to establish an age discrimination claim
- Pregnancy: new EEOC accommodation guidelines
- Sexual Orientation/Gender Identity: EEOC enforcement position, as a form of sex discrimination, scope of new OFCCP rules, impact of Windsor decision on benefits, accommodating transgender employees
- Military Leave & Veterans: federal and state leave and return to work obligations, new OFCCP regulations
- Immigration and Citizenship Status: work authorization and non-discrimination
- Michigan: height, weight, and marital status
- Compensation: evaluating pay practices to assure non discrimination against minorities and women
Donald P. Lawless is a member of Barnes & Thornburg’s Labor and Employment Law Department in Grand Rapids, Michigan. He has 25 years of experience working on behalf of employers to meet their labor and employment law objectives. The focus of his practice is in the pharmaceutical, food processing, and service industries. Mr. Lawless’s labor law practice includes contract negotiation, grievance arbitration, and defense of unfair labor practice charges. He advises employers on developing and implementing union avoidance strategies and responses to organizing activity. He works with clients on the broad range of civil rights compliance and defense matters with subspecialties in OFCCP compliance and audits, Occupational Safety and Health, and facility and program access under Titles II and III of the Americans with Disabilities Act.
This seminar qualifies as six credits (6) toward the Basic or Advanced Human Resource Certification Programs. This seminar also qualifies as four-and-a-half credits (4.5) toward your PHR/SPHR recertification under the guidelines of the Human Resource Certification Institute.