Over the past decade, there has been a substantial increase in the frequency with which employees allege accusations of countering, according to EEOC statistics. Nearly one-third of all EEOC complaints in 2008 included threats of retaliation. More than 55% of that figure grew by 2020. As a result of this psychological shift, claims of workplace violence have risen to prominence as a common thread in litigation involving employment. Claims of manager countering typically begin with a more specific type of complaint, such as a description of bullying or segregation in the workplace. For this type of "protected activity," the law forbids any unfavorable action against an employee or candidate, regardless of whether the original accusation was unfounded. If the employee's complaint was a motivating factor in the subsequent work decision, the action is typically viewed as retaliatory.

Areas covered in the session:

• What defines workplace retaliation?
• Legislation at the federal level that includes provisions aimed at preventing retaliation.
• The EEOC plays a significant role in investigating allegations of retaliation.
• The reasons why employers should be concerned about retaliation claims
• Recognizing instances of workplace retribution
• Components of a legally sound retaliation allegation
• The concepts of "protected activity", "adverse action", and "causation" refer to specific elements within a certain context.
• Strategies employers might employ to reduce retaliatory claims and legal disputes.
• Conducting inquiries into allegations of retaliation.
• Instances that warrant the involvement of legal counsel.
• Selecting the appropriate investigator
• Planning and executing interrogative interviews
• The significance of possessing comprehensive documentation
• Tips for employees before submitting an EEOC complaint

Why should you attend:

The manner in which a manager answers the specific concerns of an employee, and subsequently deals with other matters linked to the complaining worker often determines whether the person will later allege retaliation for having filed the complaint. How may employers effectively counter allegations of retaliatory actions by employees who initiate or participate in harassment or discrimination complaints? By engaging in this informative 75-minute class, you will receive the necessary information to assist your company in preventing and reducing the risk of retaliation.

Who should attend this?

• Senior Leadership
• Human Resources Directors, Managers & Representatives
• Operations Professionals
• Compliance Professionals
• Recruiting Professionals
• Managers & Supervisors
• Employees