EEO Regulatory Compliance and Reporting Minimize legal risk and avoid costly penalties by ensuring your organization conforms to today's strict EEO standards 1-Hour Audio CD — Now Available! EEO law — like every other aspect of business law — is continually evolving to reflect current working conditions and the outcome of legal cases. Is your organization compliant with the complex provisions of EEO laws … and prepared to make adjustments as new regulations continue to be passed? Compliance with EEO law is absolutely necessary in order for a company to protect its workplace environment and sustain a culture based on respect. Yet with the ever-changing legalities associated with EEO's strict regulations, organizations just like yours continue to face investigations, costly litigation, fines, and bad PR for complaints filed against them. Protect your workers from discrimination, and your organization from legal action. Equal Employment Opportunity (EEO) regulations are designed to protect workers and job applicants from discrimination based on race, color, national origin, religion, gender, age, disability, or reprisal. Equal employment law covers private employers, state and local governments, educational institutions, and labor organizations, among others, but with varying requirements by industry. For more than 40 years, the Equal Employment Opportunity Commission (EEOC) has provided guidance to businesses to ensure compliance with the laws, regulations, policies, and accompanying amendments that make up these complex laws. Violations of EEO laws can result in expensive litigation, attorneys' fees, compensatory damages, and other damages allowed by law ranging from $50,000 to $300,000 per violation! As an employer, it is up to you to be familiar with all of the amendments and policies that fall under the EEO umbrella. Are you confident you can navigate complex EEO regulations with ease and stay up-to-date with changes as they are imposed by the federal government? In just one hour with our expert, you'll get the knowledge you need to keep your organization compliant and help minimize your legal risk. This audio conference will quickly familiarize you with: Employment law changes that the EEOC has recently imposed, and the new ones that are on the horizon Trends in harassment and discrimination policies Recent class action litigation — why it occurred, and how you can keep your organization from facing such action How social media and networking can impact liability The impact of politics and pop culture on employee communications and associated toxicity Relevant lawsuits and consent decrees From preventing illegal workplace harassment to providing accommodations based on religion and individuals with disabilities, you are responsible for understanding and applying EEO law in your organization and maintaining a work environment free from discrimination. With this information-packed audio conference, we'll provide you with a practical understanding of the fundamental principles and requirements of EEO law — and arm you with the knowledge needed to keep your organization compliant. Who will benefit? EEO Regulatory Compliance and Reporting is perfect for HR professionals, HR assistants, managers, supervisors, executives — in short, anyone who is responsible for upholding ADA guidelines within his or her organization. Don't miss your opportunity to attend this powerful 1-hour audio conference! You'll become familiar with the complex and continually evolving EEO laws, and ensure you fully comprehend related workplace issues. Sign up today and gain the information you need to stay in complete compliance with EEO — and out of legal trouble!   100% SATISFACTION GUARANTEED! As always, your satisfaction is our #1 priority. If for any reason you are dissatisfied, we'll arrange for you to attend another seminar, receive a different product, or receive a full refund — hassle-free!

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Ordering:

Type	Product	Code	Item Price
Audio Conference (CD ONLY)	Recording from audio conference on 9/22/11	EEO00201CD	US $199.00	Buy Now	Save to Wish List