[Webinar] The Latest in Employment Discrimination Laws

Employment discrimination in the workplace is alive and well. Indeed, according to Monster’s recent Workplace Discrimination Poll, only 9% of workers claim to have NOT faced some form of workplace discrimination. There have been a host of developments federally that address discrimination issues. The federal Equal Employment Opportunity Commission (EEOC) released its Strategic Enforcement Plan for Fiscal Years 2024 –2028, establishing the EEOC’s subject matter priorities for the next few years. The Pregnant Workers Fairness Act - prohibiting employers from discriminating against an employee based on pregnancy, childbirth, or related medical conditions - came into effect in June 2023.

Additionally, the U.S. Supreme Court redefined how employers must evaluate religious accommodation requests by setting a new standard for undue hardship. The U.S. Court of Appeals for the Fifth Circuit reversed decades of precent that limited the scope of Title VII of the Civil Rights Act by determining that Title VII plaintiffs are no longer required to plead an “ultimate employment decision" to properly allege a disparate treatment claim, and rather can survive a motion to dismiss by pleading adverse actions with respect to “terms, conditions, or privileges of employment.”

Employers must review their existing discrimination and accommodations policies to ensure that they comply with the most recent developments in employment discrimination laws.

Participants in this webinar will learn:

• The EEOC’s Strategic Enforcement Plan for 2024 –2028

• Requirements in the Pregnant Workers Fairness Act

• Developments in religious accommodation requirements

• The evolving test for Title VII claims in the 5th Circuit

• Current trends and statistics in workplace harassment charges

• Tips and strategies for preventing and responding to employment discrimination complaints

This program has been approved by SHRM for 1 hour of HR professional development credit.

This program has been approved for 1 HR (General) recertification credit hour toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through the HR Certification Institute.