Preventing Retaliation Claims: EEO Compliance and Managerial Best Practices

Retaliation continues to account for more than half of all charges filed with the Equal Employment Opportunity Commission (EEOC), making it one of the most significant EEO compliance challenges facing employers today.

Yet, traditional compliance training often focuses on what managers should not do - without providing clear guidance on how to effectively manage employees after an internal complaint, EEO concern, or other protected activity has occurred.

This practical, high-impact webinar goes beyond basic legal definitions to provide HR professionals, managers, and supervisors with a post-complaint management playbook they can apply in real-world workplace situations.

Participants will learn how to maintain consistent and objective performance standards, communicate appropriately with employees involved in complaints, strengthen documentation practices, and avoid management actions that could unintentionally be perceived as retaliatory.

The program also explores how organizations can foster psychological safety and open communication, helping employees raise concerns internally while giving managers the tools to respond appropriately and consistently.

Learning Objectives

By the end of this webinar, participants will be able to:

• Recognize subtle retaliation triggers by identifying covert retaliatory behaviors, common supervisory missteps, and operational decisions that can create increased risk following a protected disclosure.
• Apply a post-complaint management playbook using objective performance evaluation techniques, consistent management practices, and documentation strategies that protect both the organization and its employees.
• Strengthen EEO compliance through psychological safety by implementing communication practices that encourage employees to raise concerns early and help managers respond constructively.
• Identify high-risk management decisions involving performance reviews, discipline, scheduling, assignments, workplace interactions, and other routine actions after a complaint has been made.
• Build consistency and accountability into managerial decision-making to reduce the likelihood that legitimate workplace actions will be misunderstood or viewed as retaliatory.

Who Should Attend

This webinar is ideal for HR professionals, HR leaders, managers, supervisors, compliance professionals, employee relations professionals, and organizational leaders responsible for managing employees and responding to workplace complaints

Speaker(s)

Ashleigh Matthews-Marks

Ashleigh Matthews Marks is an HR compliance strategist and educator dedicated to helping organizations build fair, transparent, and legally compliant workplaces. Driven by a passion for workplace education and regulatory integrity, Ashleigh founded HR Compliance With Ash to translate complex labor regulations into actionable, real-world strategies for business leaders, managers, and HR professionals. Backed by nearly eight years of hands-on human resources, regulatory compliance, and employee relations experience, she holds SHRM-CP credentials, and has completed formal EEOC MD-110 Investigator training. By combining practical compliance expertise with quasi-judicial standards, Ashleigh equips organizations to proactively mitigate legal risk, navigate sensitive internal disputes, and foster cultures of equity and psychological safety.

CEUs

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Credits: 1.0

Compliance Prime is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org

Credits: 1.0

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