Title VII Overview and Trends in Title VII Litigation

(208 Ratings)

Produced on: September 27, 2018

Course Format On Demand Audio

Taught by

Categories:

Course Description

Time 63 minutes
Difficulty Beginner

Discrimination and harassment in the workplace have been the focal point in the recent news. Most notably, the #MeToo movement has inspired women all over the world to speak out about sex-based discrimination and mistreatment at work, ending the careers of many, including highly prominent actors, news anchors, politicians and judges. This has stirred debate about whether employees can be forced to arbitrate sex harassment claims and whether employees may be “silenced” as part of accepting a settlement. Even the tax code is being used to protect victims of sexual harassment and abuse by forcing businesses to make a choice – no tax deduction is allowed for any settlement, payout or attorneys’ fees relating to sexual harassment or sexual abuse if such payments are subject to a nondisclosure agreement.

This course is designed to be helpful to lawyers seeking a better understanding of how to prevent discrimination and harassment in the workplace by implementing effective policies, training, audits, conducting prompt and thorough investigations and taking appropriate action following determinations of harassment and discrimination. The program, presented by employment lawyer Robin Kallor, offers an extensive overview of Title VII and how to best insulate workplaces from liability.

Title VII of the Civil Rights Act of 1964 is a federal law prohibiting employers from discriminating against employees on the basis of sex, race, color, national origin and religion. The statute also prohibits the harassment of employees based upon those protected group characteristics, and employers are prohibited from retaliating against employees who complain of discrimination or participate in investigations. Additionally, employees are entitled to religious accommodation for their sincerely held religious beliefs or practices.


Learning Objectives:

  1. Provide an overview of Title VII
  2. Consider actions that constitute discrimination in the workplace, under a disparate treatment theory and a disparate impact theory
  3. Review employers’ obligations to reasonably accommodate sincerely held religious beliefs
  4. Explore ways an employer can prevent discrimination prohibited by Title VII
  5. Discuss harassment prohibited by Title VII and ways to prevent harassment in the workplace
  6. Identify how to respond to complaints of discrimination and harassment, how to investigate them and how to take appropriate action following findings of discrimination or harassment
  7. Familiarize yourself with recent social trends affecting litigation and legislation

Faculty

Robin Kallor

Rose Kallor, LLP

Robin Kallor regularly advises and represents employers on a broad range of labor and employment matters involving discrimination, retaliation, Fair Labor Standards Act, National Labor Relations Act, breach of contract and any other matters that pertain to the employer-employee relationship in both the unionized and non-union settings.

In doing so, she often appears in state and federal courts, as well as in proceedings before government administrative agencies, such as the Equal Employment Opportunity Commission, the Connecticut Commission on Human Rights and Opportunities, the New York State Division on Human Rights, the National Labor Relations Board, the Connecticut State Board of Labor Relations, the Connecticut State Board of Mediation and Arbitration and the federal and state departments of labor. In her defense of civil rights and other employment related litigation, she has frequently obtained pretrial dismissal or other satisfactory conclusion in both the federal and state courts.

In her varied management-side practice, Robin gives advice and litigates issues relating to race, color, religion, national age, sex, disability and national origin discrimination, wage and hour claims, including collective action claims brought under the FLSA, Family and Medical Leave Act issues, employee discipline, employee claims of breach of contract, defamation and other work-related tort claims and any other human resources issue. She drafts and reviews job descriptions, employment contracts, employee handbooks and employer policies and procedures. She also represents employers in wage and hour audits and conducts "self-audits" before the state and federal departments of labor. Robin conducts workplace investigations, serves as a mediator and is a frequent speaker on emerging labor and employment law issues.

Robin currently serves on the Economic Development Committee of the West Hartford Chamber of Commerce. Moreover, she regularly volunteers as a pro bono speaker for the Junior Achievement of Southwest New England and serves as a volunteer mediator for the Connecticut Commission on Human Rights and Opportunities. 

Reviews

TL
Tyler L.

Great presenter.

JB
John B.

Good overview.

EW
Elizabeth W.

Engaging speaker.

MB
Manuel B.

One of the better presentations I have seen. Very concise and on point.

AP
Alan P.

For a one hour course, a great overview!

JF
Jon F.

Nice CLE!

HR
Holly R.

Excellent presenter; clear and concise information. thank you!

BL
Barbara L.

Excellent!

AB
Alan B.

This speaker was excellent

KD
Kelly D.

Nice job!

EF
Eric F.

really helpful

KW
Karen W.

Always a great program

FE
Frank E.

I thought it was terrific -- informative, up to date, and well presented.

AB
Adria B.

Well done and very thorough!

CC
Carrol C.

The presenter did a good overview, but I would have liked to see more current trends discussed.

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$59

$ 59 Labor & Employment Law In Stock

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