Preventing Retaliation Claims: Why Your Managers Need Help

WHY ATTEND

As an HR professional you know the ins and outs of workplace retaliation - and you know that the loose definition of “adverse employment action” has increased the likelihood of claims from disgruntled employees.

You do everything you can to prevent claims of workplace retaliation. You conduct prompt, thorough investigations as needed, you have a solid anti-retaliation policy, and you educate your organization’s managers about the actions that potentially spark retaliation claims.

Unfortunately, retaliation claims remain one of the most common grounds for employee charges and lawsuits. Retaliation can include any negative job action, such as demotion, discipline, firing, salary reduction, or job or shift reassignment. But retaliation can also be more subtle and includes any number of actions that would be considered to discourage a reasonable individual from reporting harassment or discrimination. That’s where your managers run into trouble.

This session will provide you with critical updates on retaliation law and give you valuable tips and tools to prevent these costly claims.

LEARNING OBJECTIVES

This 60 minute webinar will highlight:

• The latest cases that highlight the types of situations that spark retaliation claims
• Categories of protected activities that can trigger protection under retaliation laws
• How to manage your workforce and the complaining party after a complaint has been filed
• How to minimize risk when a claim is brought against your organization
• What your policies and training should include
• Proactive tips and tools to minimize the risk of a claim being brought in the first place

ABOUT THE SPEAKER

Linda Hollinshead, Esq., is an employment law attorney at Duane Morris, LLP. She trains and counsels employees on FMLA compliance, medical and religious accommodations, leaves of absence policies, harassment and discrimination prevention, responding to harassment and discrimination claims, business diversity, termination of employees, hiring practices, performance appraisals and performance management. She also conducts employee complaint investigations and assists clients in drafting employee policies and handbooks, confidentiality and non-compete agreements, employment agreements, termination and severance agreements as well as independent contractor agreements.

Certification

This program has been approved for 1.0 recertification credit hour(s) through the HR Certification Institute (HRCI) & Society for Human Resource Management (SHRM).