New EEOC Strategic Plan: What It Means for Employers

The Equal Employment Opportunity Commission (EEOC) recently released its strategic plan for years 2017-2021. According to the Equal Employment Opportunity Commission (EEOC), employers are continuing to violate the Americans with Disabilities Act (ADA) when it comes to providing leave as an accommodation. As a result, the EEOC has indicated that leave issues will have top priority in the upcoming years. The EEOC also states that gender discrimination (including sexual orientation) and pregnancy discrimination will continue to be a focus in the coming years. What other surprises does the EEOC have for employers?

Learning Objectives

• Learning the EEOC’s objectives for the coming years and why
• Highlighting the cases the EEOC has already filed against employers
• Learning what policies you need to consider to avoid litigation from the EEOC
• Learning how to analyze your pay practices
• What does the Equal Employment Opportunity Commission’s strategic plan outline?
• What are the EEOC’s goals for the coming years?
• The EEOC’s focus on leave issues and what it means to your organization.
• Common employer policies that are of particular concern to the EEOC
• Recent resource guidance from the EEOC and what it says about the agency’s agenda

Who Should Attend:

Human resources managers, human resource generalists, risk managers

Speaker(s)

Susan Fahey Desmond

For more than 35 years, Susan Fahey Desmond has helped companies – hospitals, banks and credit unions, manufacturing companies, offshore oil companies, school districts, and others – minimize the cost and disruption of employment disputes. She defends wage and hour, wrongful discharge, non-compete, Family and Medical Leave (FMLA), and other claims. Clients seek her litigation counsel for age, sex, disability, race, religion, and sexual harassment discrimination lawsuits, as well as class actions. She helps employers dispute Equal Employment Opportunity Commission (EEOC) charges and other administrative complaints and navigate the administrative and judicial process. And, perhaps most importantly, she works with management and HR to resolve issues before they develop into contentious litigation.

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Credits: 1.5

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