Responding to Discrimination Investigations
and Prevailing in Claims
***EEOC Filings on the Rise: Highest Annual Jump in 15 Years***
CD of Teleconference with Q&A
Click here for program outline
Conducted on Wednesday, November 5, 2008
Now available on CD
Sponsored by the Legal Publishing Group of Strafford Publications
Employment Law Teleconference Advisory Board
EEOC filings continue to soar, with almost 83,000 claims filed in 2007. Early this year, the EEOC announced a record $2.5 million settlement of a racial discrimination and retaliation claim it negotiated on behalf of a former Lockheed Martin employee.
An EEOC investigation is one of the most complex and disruptive events a company will face. EEOC matters involve tricky compliance questions, delicate privilege issues and several gray areas. Litigation arising from EEOC claims costs employers more than $44.3 million annually.
Lockheed’s multimillion-dollar settlement should prompt employers to investigate and address all allegations of discrimination immediately and thoroughly. Counsel for employers should also develop proactive legal strategies for defending against an EEOC claim.
Listen as our authoritative panel explains how the EEOC approaches and carries out its investigations. The panel will provide best practices for responding to a request for a position statement, developing discovery geared towards a positive outcome, and managing claims to avoid expensive litigation.
The panel included:
Teresa R. Tracy, Principal, Berger Kahn, Marina del Rey, Calif. She chairs the firm's Labor and Employment Group, representing management in all areas of labor and employment law and litigation. She stresses a preventive approach designed to allow management latitude in employee relations while avoiding unnecessary litigation.
Alison B. Marshall, Partner, Jones Day, Washington, D.C. She is an active litigator who has extensive experience handling complex employment litigation matters including employment discrimination class actions and wage and hour class actions. She is a frequent speaker on employment and civil rights issues and the author of a number of published articles on EEO issues.
Diana L. Hoover, Partner, Mayer Brown, Houston. She focuses on all areas of employment law, including discrimination and retaliation claims. She regularly lectures and writes on a wide variety of employment issues.
The panel reviewed these and other key questions:
- How can counsel effectively prepare a position statement in response to an EEOC investigation — one that won't end up as evidence against the company?
- What legal rights do companies have in responding to an EEOC investigation?
- What should companies consider in evaluating settlements of EEOC claims?
TELECONFERENCE CD
Purchase a CD-ROM of the full conference proceedings, including Q&A and PDF files of all handouts (available 10 days after the program).
- Regular Price - $297 (plus $9.45 S&H)
- With Teleconference Registration – an additional $75 (plus $9.45 S&H)
CLE credit is available for an additional $65 each for attorneys seeking CLE credits for NY or CT.
Other states may grant CLE credits for listening to this CD - check with your state about applying for self-study credit on CD-listening.