EEO Basics for Union Representatives
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Be up-to-date on the EEO requirements for union representatives.
Union employers are required to not only comply with the obligations contained in their collective bargaining agreements, but also a variety of federal laws prohibiting employment discrimination based on a number of protected criteria. As the number of claims filed with the federal Equal Employment Opportunity Commission rises, employers are increasingly forced to respond to these complaints. This material helps employers understand the different federal laws that protect employees and the behavior that falls within the coverage of these laws. The content also provides the employer some guidance as to how the EEOC operates once a charge is filed, its efforts at conciliation and its investigative processes. The material also provides guidance for defending these claims should they arise, as well as best practices for avoiding them in the first place.
AuthorsT. Christopher Bailey, Greensfelder, Hemker & Gale, P.C.
Overview to the Federal Anti-Discrimination Statutes
• What Federal Statutes Prohibit Discrimination
• What Type of Behavior Falls Within the Coverage of These Statutes
• What Type of Behavior Falls Outside of the Coverage of These Statutes
The EEOC Process
• How/When an EEOC Charge Is Filed
• Mediation/Position Statement
• Additional Investigation
• Conclusion of the Process
Defending a Discrimination Charge/Drafting a Position Statement
• Introducing the Company and the Charging Party
• Addressing the Specific Allegation(s)
• Special Considerations
Avoiding a Charge of Discrimination
• Hiring Considerations
• Addressing Performance Issues
• Employee Discipline
• Termination Decisions