EEOC Litigation Trends (CPG350G)

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1.0 Credit

Learn what the best retailers in the U.S. have done to stay out of the EEOC's crosshairs. Get an understanding of EEOC's mission and strategic plan to tailor your workforce accordingly and avoid litigation.

Employment law is ever changing. This is even truer these days with the EEOC's sharper focus on systemic issues. This is particularly disconcerting for the retail industry because it is precariously poised to be targeted by the EEOC since retailers face all issues addressed by the EEOC regularly. In other words, for retailers, there is no escaping the EEOC. The best U.S. retailers have learned to understand the EEOC's mission and strategic plan so they can tailor their workforces to them.

The Equal Employment Opportunity Commission (EEOC) has issued guidance in areas of crucial importance to retailers, including the use of criminal background checks, religious grooming and garb, and pregnancy discrimination. The EEOC has also sharpened its focus to target systemic discrimination, particularly in the disability context, and has used this focus to pursue litigation against retailers.

This session by Sara Hutchins Jodka will help retailers to create a strategic plan to avoid litigation issues with EEOC and focus on the bottom line rather than legal woes. Sara will tell you how to spot litigation issues in your workforce, and what to do when there is one. You will get an in-depth look at the EEOC's recent guidance, what this means for the retail industry, and how you can employ measures to stay out of the EEOC's crosshairs. Plus, you will learn how to stay on the right side of federal and state law in these critical areas. The session will include an overview of Title VII, the Pregnancy Discrimination Act, the Americans with Disabilities Act, the Fair Credit Reporting Act, and relevant Ban-the-Box laws.

Session Highlights

• Criminal Background Checks - How can retailers continue to use these crucial pre-employment screening tools without running afoul of the EEOC's guidance on the issue and other federal law, including the Fair Credit Reporting Act, and Ban-the-Box laws
• Religious Garb and Grooming - Most retailers do not understand what is required when a religious accommodation issue arises. Most would be surprised to learn that it is different than what is required in the disability context. This session will clue attendees in on the differences and guide them to make necessary changes to recognize when religious accommodation issues arise and how best to deal with them.
• Pregnancy Discrimination - The EEOC's new guidance on pregnancy leave is certainly controversial, and it's a game changer for workforces. Just how game changing, and just what exactly does this mean for the retail environment?

Who Should Attend

• Top Management, HR Directors & Human Resources Employees
• Supervisors and Managers
• Law Enforcement Professionals
• Legal/In-house Counsel