Effective Policies and Practices to Comply
With Title VII and Withstand Court Scrutiny
***EEOC Issues New Guidance After Religious Discrimination
Claims Reach Record High***
CD of Teleconference with Q&A
Click here for program outline
Conducted on Wednesday, October 29, 2008
Now available on CD
Sponsored by the Legal Publishing Group of Strafford Publications
Employment Law Teleconference Advisory Board
Employee claims of religious discrimination have more than doubled in the past 15 years. In response to the dramatic increase, the Equal Employment Opportunity Commission (EEOC) issued guidance in July to help employers comply with Title VII’s provisions prohibiting religious discrimination.
The EEOC guidance addresses what constitutes religion under Title VII and how employers can accommodate employees’ religious rights while efficiently running a business. Familiarity with the EEOC’s guidelines is essential for counsel advising employers on how to avoid costly mistakes and litigation.
Listen as our panel of employment law attorneys — including an EEOC attorney — reviews current litigation trends and the key provisions of the new EEOC guidance and offers best practices for employers to avoid and defend against religious discrimination claims.
The panel for this legal event included:
Christopher Kuczynski, Assistant Legal Counsel, U.S. Equal Employment Opportunity Commission, Washington, D.C. He supervises the development of policy guidance interpreting Title I of the ADA and advises EEOC staff on ADA investigations and litigation.
Stephen E. Fox, Principal, Fish & Richardson, Dallas. He focuses on employment litigation and proactive human resources counseling regarding employment discrimination and wrongful termination. He has tried cases before courts, arbitrators and the EEOC.
Gayla Crain, Shareholder, Spencer Crain Cubbage Healy & McNamara, Dallas. She counsels and represents public employers and companies in all aspects of labor and employment law. She has extensive experience before courts, administrative agencies and arbitration tribunals. She previously served as Counsel for Trailways Corporation and Schering Plough Corporation.
The panel reviewed these and other key questions:
- What provisions of the new EEOC guidance should be of primary concern to employers and their counsel?
- How should an employer respond to an employee's request for accommodation based on religion?
- What are the employers' responsibilities for providing "reasonable accommodations" for an employee's religious practices?
- What are the best practices for employers to defend against religious discrimination 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.
Click here for program outline