EEOC Systemic Discrimination Investigations and Litigation: Avoiding, Defending and Conciliating Charges
Responding to Expansive Requests for Information, Subpoenas and "Sue First, Ask Questions Later" Approach
Recording of a 90-minute CLE webinar with Q&A
This CLE course will provide guidance to employment counsel for avoiding, defending and conciliating EEOC systemic discrimination investigations and litigation. The panelists will discuss best practices for responding to and challenging overly broad EEOC information requests and subpoenas, defending employers against the EEOC’s “sue first, ask questions later” litigation strategy, and proactive steps for avoiding a systemic discrimination charge.
Outline
- EEOC’s strategic enforcement plan—areas targeted
- Responding to EEOC information requests and position statements
- Responding to EEOC subpoenas
- EEOC’s “sue first, ask questions later” strategy
- Avoiding EEOC systemic discrimination lawsuits
- Conciliating systemic discrimination lawsuits
Benefits
The panel will review these and other key issues:
- What specific employment actions has the EEOC targeted as areas ripe for systemic discrimination litigation?
- What are some effective approaches for employers to respond to an overly broad information request during an EEOC investigation?
- What are options for employers when served with an EEOC subpoena?
- What is a “sue first, ask questions later” strategy and how is the EEOC using this as an enforcement tool?
- What steps should employers and their counsel take to avoid systemic discrimination lawsuits?
- How are some best practices for employers during conciliation of a systemic discrimination lawsuit?
Faculty
Kate B. Rhodes, Esq.
Epstein Becker Green
Ms. Rhodes counsels clients on the termination and discipline of employees, effective employee misconduct... | Read More
Ms. Rhodes counsels clients on the termination and discipline of employees, effective employee misconduct investigations, disability accommodations, state and federal leave laws, the use and payment of interns, the classification of employees, the legality of incentive compensation policies, responses to union organizing efforts, and conduct during strikes and lockouts. She also investigates allegations of employment discrimination, sexual harassment, violations of the Sarbanes-Oxley Act, and misconduct by high-level executives.
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Ruth Zadikany, Esq.
Mayer Brown
Ms. Zadikany has represented clients in state and federal court in a broad range of labor and employment disputes, as... | Read More
Ms. Zadikany has represented clients in state and federal court in a broad range of labor and employment disputes, as well as complex litigation matters, including class action defense. She has worked with employers to review and improve their wage and hour practices. She also has experience in all aspects of litigation, including managing the discovery process, examining witnesses, preparing witnesses for examination, and drafting various successful motions and other submissions, including dispositive motions and mediation briefs.
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