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Provided by: Serebra Learning Corporation Human Resource Law: Equal Employment Opportunity LawHuman Resources |
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Training
Provided by Serebra Learning Corporation
Human Resource Law: Equal Employment Opportunity Law defines the Equal Employment Opportunity (EEO) laws that affect all aspects of employment. This program details how EEO laws are enforced and provides guidelines to comply with EEO regulations. In addition this program addresses employer defenses to discrimination claims grounds for employee cases and the Equal Employment Opportunity Commission (EEOC) complaint procedure. This program also explains the mediation process outcomes to EEOC findings court-ordered remedies and guidelines to prevent discrimination claims.
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Human Resource Law: Equal Employment Opportunity Law
Serebra Learning Corporation 119 - 7565 132nd Street Surrey BC V3W 1K5 Canada
Audience
The target audience for this series is HR managers HR directors and senior managers.
Objective
- Identify the three basic requirements for EEOC compliance.
- Match the three grounds for discrimination claims against employers with their definitions.
- Define bona fide occupational qualification.
- Sequence the steps of the EEOC complaint procedure.
- Identify four outcomes to an EEOC investigation.
- Select the remedies to a finding of discrimination.
- Identify ways to prevent employee claims.
Topics Include
Unit 1: Equal Employment Opportunity
- Match equal employment opportunity laws with their definitions.
- Identify characteristics of sexual harassment.
- Select the functions of the Equal Employment Opportunity Commission.
- Identify the three basic guidelines for EEOC compliance.
- Given a scenario determine which employment records should be maintained.
- Given a scenario determine how long employment records should be retained.
- Simulation Overview:
- In this simulation you are a Human Resources Manager at Icon. Recently Atlas Technologies one of Icon's chief competitors was sanctioned by the EEOC for their pre-employment testing practices. The EEOC investigation revealed that the pre-employment testing for Atlas' administrative positions was biased against women. In light of this development Icon is working to ensure that all their human resource practices comply with EEOC regulations. The entire H.R. department is undergoing extensive training in Equal Employment Opportunity law so possible violations can be identified and resolved. In this first session you are meeting with Mildred Parcells an attorney specializing in EEOC compliance. She'll go over some background information and familiarize you with several EEO laws as well as the EEOC itself.
Unit 2: EEO Claims
- Match the three grounds for discrimination claims against employers with their definitions.
- Identify the definition of bona fide occupational qualification.
- Given a scenario determine if gender religion or national origin is used as a BFOQ.
- Sequence the steps of the EEOC complaint procedure.
- Identify four outcomes to an EEOC investigation.
- Simulation Overview:
- In this simulation you are a Human Resources Manager at Icon who is attending ongoing training sessions designed to increase your department's understanding of EEOC compliance. One of your significant competitors Atlas Technologies was recently sanctioned by the EEOC for noncompliance and Icon executives want to ensure that Icon avoids a similar situation. In this meeting Anita Cobb one of Icon's attorneys will review the grounds necessary for an employee to make an EEO claim as well as the procedure he or she would have to follow to make the claim.
Unit 3: Claims Outcomes and Prevention
- Select the remedies to a finding of discrimination.
- Identify the definition of mediation.
- Choose the benefits of mediation versus litigation.
- Identify ways to prevent employee claims.
- Simulation Overview:
- In this simulation you are a Human Resources Specialist at Icon International. Recently Icon management has become concerned about the company's complete compliance with EEOC regulations and is adamant that their HR representatives receive the training necessary to ensure EEOC compliance. Each member of your department is receiving ongoing training and today you are meeting with Roger McAlister one of Icon's attorneys. Roger will discuss the remedies available for EEO claims the mediation process and most importantly actions an employer can take to prevent claims.
Duration
4
Minimum Requirements
The CDROM version of this course requires:
- At least a 486DX 33Mhz CPU.
- Microsoft Windows 3.1 or higher and a Microsoft compatible mouse.
- At least 8MB RAM.
- At least VGA graphics capability with a minimum 512K video RAM (1MB video RAM recommended).
- At least a double speed CDROM drive.
- An MPC compliant sound card with attached speakers or headphones is recommended (Currently only the CDROM version supports audio).
- At least a 486DX 33Mhz CPU.
- Microsoft Windows 3.1 or higher and a Microsoft compatible mouse.
- At least 8MB RAM and 22MB available hard disk space or file server space.
- At least VGA graphics capability with a minimum 512K video RAM (1MB video RAM recommended).
Media
Serebra Learning Corporation 119 - 7565 132nd Street Surrey BC V3W 1K5 Canada
About The Training Provider: Serebra Learning Corporation
Serebra Learning Corporation - Serebra Learning Corporation provides technology-based training solutions through a combination of Cortex, its proprietary learning management system (LMS), and a curriculum catalog with over 1, 825 current courseware titles. Founded in 1987 (as FirstClass Systems, with a name change to Serebra in 2001), Serebra has over sixteen years" experience delivering e-learning solutions to both...
