Protecting Your Company from Discrimination Charges: A Compliance Webinar Series
Discrimination cases have reached record highs—you must protect your company
Discrimination based on age, religion, sex or race is not only harmful—it’s illegal. Is your team fully prepared to prevent and address these issues in the workplace?
Join our must-attend webinar series on preventing age, religion, sex and race discrimination, and ensure you have the tools and knowledge to create a fair, inclusive and compliant environment.
Why you can’t afford to miss this webinar series:
- Learn the latest legal requirements and best practices.
- Get practical, real-world strategies to prevent discrimination.
- Hear from experts who will answer your toughest questions.
- Stay ahead of compliance and avoid costly legal issues.
Every day you delay could expose your organization to legal risks and reputational damage. Sign up today to secure your spot and protect your workforce and business from discrimination claims.
Here’s what you’ll learn throughout the four-week discrimination series:
- Age. Understand the rights of aging employees and head off age-discrimination lawsuits.
- Religion. Learn practical strategies for preventing religious discrimination in the workplace, including the process for offering reasonable accommodations.
- Sex. Comply with laws that guarantee equal rights and opportunities in the workplace, ensuring that all individuals are treated fairly regardless of their gender.
- Race. Ensure you are complying with civil rights laws that prohibit unequal treatment based on race.
Think you’re already doing the right thing?
Think again. Can your company afford the legal price tag and damage to your reputation from taking that chance?
Warn hiring managers to refrain from calling job candidates “overqualified.” It’s a legally explosive term that’s often construed as a polite way to call someone too old.
Case: A 49-year-old accountant sought an entry-level auditor’s job. A manager declined to hire him, saying he was overqualified. The accountant sued for age bias. The court sent the case to trial, saying “overqualified” could be “a code word for too old.”
Fact: Men are more prone to discriminating based on age. An Age Without Limits survey revealed that one in four people (24%) believe it does not make business sense to employ someone over 50 because they will be a slow worker who will not be able to adapt. This is the type of knowledge you need in your toolbox so you can train accordingly. We’ll walk you through it.
When employers can but fail to provide reasonable accommodations, they violate Title VII, essentially discriminating based on religion.
Case: In October 2024, the U.S. Equal Employment Opportunity Commission announced the filing of a lawsuit against a staffing company that allegedly refused to hire a Muslim job applicant who disclosed the need for a religious accommodation at his job interview after the company began to explore available openings with him. Specifically, he disclosed a possible need for a longer mid-day break to attend Friday prayer.
According to the EEOC, the applicant explained that he might not need additional time if his workplace was close to a mosque. Still, the company’s supervisor ended the interview and noted that the applicant was not hired due to his schedule and need to attend Friday prayer.
We’ll give you additional examples of what to avoid and how to train hiring managers.
Case: A 2024 case against Disney for essentially paying women less than men turned into a class-action lawsuit, and Disney settled for $43 million. Does this happen only to bigger companies? Absolutely not. Could this happen to you? Definitely. We’ll tell you how to make sure it doesn’t.
Case: Miko, who is Black, worked for JBS Green Bay. Representing himself, he sued for race discrimination under Title VII of the Civil Rights Act. He alleged that his manager discriminated against him after he asked to be trained to operate a particular machine. Miko had to wait three years before he received the training.
Miko also complained about his boss’s decision to reassign him to a different shift, claiming the move was discriminatory because his boss knew the shift change would make child-care arrangements difficult. Finally, he claimed his boss refused to approve Miko’s preferred vacation dates even though other employees outside his protected class had their vacation requests approved.
The case was sent to trial. We’ll tell you how to make sure this doesn’t happen to you.
Agenda:
Each webinar in the series (age, religion, sex, and race) will detail the following:
- The laws on each form of discrimination, and policies your company must institute to protect yourself and prevent discrimination charges.
- Specific steps on how to handle a claim if you are hit with one.
- Examples and cases detailing the many ways you may think you are doing the right thing, but you’re one step away from getting charged with a lawsuit.
- How to train your managers on important factors such as the dangers of hidden bias. Supervisors are your front line of defense, and in many cases, the least educated on these danger zones.
- How to set clear policies and make sure everyone understands them.
Course Schedule:
Preventing Age Discrimination and Staying Out of Court
April
3
- Thursday, April 3
- 1-2:15 PM Eastern
Cortlin Bond is a labor and employment attorney in Bradley’s Birmingham, Alabama office. In addition to a variety of employment litigation cases, Cortlin assists clients with workplace investigations, helps identify creative solutions to employment issues, advises employers on compliance with federal and state employment laws, and helps her clients train their workforces on employment issues and professionalism in the workplace. Before law school, Cortlin worked as a child abuse and neglect investigator for the Alabama Department of Human Resources. She earned her bachelor’s degree in psychology and criminal justice and her Juris Doctor from the University of Alabama.
Cortlin Bond
Preventing Religious Discrimination and Staying Out of Court
April
10
- Thursday, April 10
- 1-2:15 PM Eastern
Anniken Davenport is a noted employment law attorney and the legal analyst and senior editor of HR Employment Law Advisor and HR Specialist: Employment Law. She has authored several books, including the Employer’s Practical Legal Guide and the FMLA Compliance Guide. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College. Her legal career includes representing government units in discrimination and other employment law cases and representing school districts in labor negotiations.
Anniken Davenport
Preventing Sex Discrimination and Staying Out of Court
April
17
- Thursday, April 17
- 1-2:15 PM Eastern
Kate Griffin is an associate in Bradley’s Labor & Employment Practice Group. Her experience includes working on a range of labor and employment litigation matters, such as situations involving Title VII, ADA, wage-and-hour law, FMLA, OSHA and workers’ compensation. In addition, she has assisted clients in preparing a variety of employee-related documents, including employment agreements, severance plan agreements and workplace handbooks. Kate recently served as a law clerk for the Hon. Eric L. Clay of the United States Court of Appeals for the Sixth Circuit, where she reviewed and analyzed appellate briefs for a wide range of civil and criminal matters. Kate received her J.D. from the Washington University in St. Louis School of Law, where she was commentaries editor for the Washington University Law Review and president of the International Law Society.
Kate Griffin
Preventing Race Discrimination and Staying Out of Court
April
24
- Thursday, April 24
- 1-2:15 PM Eastern
Metzeri A. Camacho is an associate in Kemp Smith’s Labor and Employment Department. She is a graduate of the University of Texas School of Law. During her time at UT Law, Metzeri received the Dean’s Achievement Award in Labor Law and was selected to participate in the Transnational Worker Rights Clinic. She was also an editor for the Texas International Law Journal and a Mitthof Pro-Bono Scholar.
Isaac J. Blanco is an associate in Kemp Smith’s Labor and Employment Department. He received his J.D. from Texas Tech University School of Law, where he served as a student mediator in the Alternative Dispute Resolution Clinical Program. He then became certified as a mediator in the state of Texas and continued to mediate civil and family law disputes at the Office of Dispute Resolution during his last semester and while studying for the Texas bar exam.
Metzeri Camacho and Isaac Blanco
Your Purchase Includes:
- Compliance training led by expert attorneys whose expertise lies in these crucial areas of discrimination
- Answers to your questions, live or following the event
- 375 minutes of live AND recorded training
- Comprehensive presentation materials for you to reference at any time and distribute to key managers
- Online learning, from the comfort of your office/home
- 5 SHRM and HRCI credit hours available
Supplemental Materials:
Everyone who signs up will also receive copies of two white papers:
You may think this type of discrimination only applies if an employee over 40 is terminated, but the law is much broader. Learn all the rules and regulations so you can examine your policies and procedures for any discriminatory behavior.
Learn how to prevent harassment, address complaints and, most important, what policies will prevent cases from arising in the first place. This white paper covers general guidelines, hiring, terminations, hostile work environments and more.
At the end of this series, you will know how to:
- Shore up policies that will protect your company from the rapidly rising flood of discrimination suits related to age, religion, sex and race.
- Establish and implement training and policies that actively discourage discrimination and create clear channels for reporting discrimination.
- Establish and strengthen transparent and equitable hiring, promotion and pay practices to ensure no group is unfairly disadvantaged.
Professional Recertification Credit Hours Included:
Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.
This Program has been pre-approved for 5.0 HR (General) credit hours toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).
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