U.S. Equal Employment Opportunity Commission
PRESS RELEASE
9-1-11
WASHINGTON -- The EEOC Training Institute and the Washington Field Office (WFO) of the U.S. Equal Employment Opportunity Commission (EEOC) will hold two Equal Employment Opportunity seminars on Monday, September 12, 2011. They will be held at the Center for Association Leadership Eye Street Conference Center, 1575 I Street, NW, Washington, DC 20005 (ASAE). The morning session will be on “Harassment in the Workplace.” The afternoon session, “Disability and Genetics in the Workplace: ADAAA, the Reasonable Accommodation Obligation and GINA,” will highlight important considerations to employers in understanding and implementing the law and the final regulations under the ADA Amendments Act (ADAAA) and the Genetic Information Nondiscrimination Act (GINA), as well as how to provide reasonable accommodations under the ADAAA.
These seminars are aimed at experienced HR and personnel specialists; EEO specialists, counselors and investigators; civil rights officers; mediators and other alternative dispute resolution specialists; labor and employee relations specialists; and labor and employment law attorneys, in both the public and private sectors. Both seminars meet the yearly refresher training requirement for Federal agency EEO investigators. Recertification credits from HRCI and Continuing Legal Education (CLE) credits will be requested upon attendee request.
Registration for these seminars is now in progress at the EEOC’s Training Institute website at www.eeotraining.eeoc.gov under the “EEO Seminars” radio button. Click on “Register Now” and scroll down to the bottom of the page to Advanced EEO Workshops. Or contact the Training Institute at 703-291-0880 or 866-446-0940 (800.828.1120 TTY) or eeoc.traininginstitute@eeoc.gov.
The EEOC is responsible for enforcing federal laws prohibiting discrimination in employment. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/9-1-11b.cfm
Showing posts with label training. Show all posts
Showing posts with label training. Show all posts
Tuesday, September 6, 2011
Tuesday, January 18, 2011
Special Report on Training: More to Learn
Workforce.com
U.S. companies regained their appetite for employee development in 2010, but a new report shows their tastes are changing. By Garry Kranz
January 2011
The recession reduced the corporate appetite for employee training programs, but hiring budgets are no longer being starved.
For the first time in three years, U.S. companies boosted the size of their training staffs in 2010, according to The Corporate Learning Factbook 2011, produced by research firm Bersin and Associates in partnership with Workforce Management. The average increase was 6 percent to 5.3 staff members for every 1,000 learners.
Not a feast, perhaps, but it’s better than the recent near famine. And should their financial results improve during the next 12 months, companies are likely to fatten training budgets even more, according to the report, which is due out this month and which culled responses from 748 U.S. companies with more than 100 employees. The difference is that “learning no longer is about courses and programs. Learning needs to be continuous, and it needs to be everywhere,” says Karen O’Leonard, a principal analyst at Oakland, California-based Bersin and author of the fact book.
Full Story: http://www.workforce.com/section/training-development/feature/special-report-training-more-learn/index.html
U.S. companies regained their appetite for employee development in 2010, but a new report shows their tastes are changing. By Garry Kranz
January 2011
The recession reduced the corporate appetite for employee training programs, but hiring budgets are no longer being starved.
For the first time in three years, U.S. companies boosted the size of their training staffs in 2010, according to The Corporate Learning Factbook 2011, produced by research firm Bersin and Associates in partnership with Workforce Management. The average increase was 6 percent to 5.3 staff members for every 1,000 learners.
Not a feast, perhaps, but it’s better than the recent near famine. And should their financial results improve during the next 12 months, companies are likely to fatten training budgets even more, according to the report, which is due out this month and which culled responses from 748 U.S. companies with more than 100 employees. The difference is that “learning no longer is about courses and programs. Learning needs to be continuous, and it needs to be everywhere,” says Karen O’Leonard, a principal analyst at Oakland, California-based Bersin and author of the fact book.
Full Story: http://www.workforce.com/section/training-development/feature/special-report-training-more-learn/index.html
Monday, June 7, 2010
The Four Types of Training That Should Never Be Cut
Workforce Management
The recession has put employers under attack from employees and government enforcement agencies, making four kinds of training essential. This article describes why the four are vital, and offers return-on-investment arguments for each. By Lynn D. Lieber
January 2010
Often one of the first line items to be cut from HR budgets is training, which can be perceived by high-level executives as “a good thing to do” but nonessential to their organizations in these challenging financial times. In reality, workforce training has never been more important, and it provides a stronger-than-ever return on investment.
The recession has put employers under attack by employees government enforcement agencies. Consider the following facts:
• From 2007 to the end of 2008, employment claims filed with the Equal Employment Opportunity Commission increased by 14.5 percent, from 83,000 to 95,000.
• In 2008, retaliation claims filed with the EEOC jumped 22 percent, from 27,000 to 33,000 claims.
• The EEOC just hired 170 new investigators for intake and investigation purposes.
• Corporate counsel reported significant rises in employment disputes in the past year, with discrimination suits rising by 11 percent.
• The Department of Labor recently added of 250 new wage-and-hour field investigators—a staff increase of more than a third—along with additional new staff in the department’s Office of the Solicitor.
• In December 2008, Wal-Mart agreed to pay as much as $640 million to resolve 63 class-action lawsuits involving wage-and-hour violations across the nation.
In light of such statistics, there are four types of training that should never be cut. These programs—essential for most workforces— are training in the prevention of unlawful harassment and discrimination, prevention of workplace violence, prevention of wage-and-hour law violations and adherence to the organization’s code of conduct. There are sound return-on-investment arguments for each one.
1. Training to prevent discrimination and harassment The EEOC charge numbers cited above represent only the tip of the iceberg. They do not include harassment and discrimination charges filed with state enforcement agencies, in state courts or those related to conflicts that settle before the charges are formally filed.
In the event of a layoff, employees who are terminated might perceive that they were targeted for belonging to one of the legally protected categories, such as age, race, gender or national origin. Employees who haven’t been laid off might view filing a harassment or discrimination claim as “job security,” falsely believing that such a claim makes it impossible for an employer to terminate their employment.
The return on investment
Many courts have held that regular—generally, that means annual—harassment prevention training allows an employer to establish an affirmative defense to avoid liability in cases where the allegedly aggrieved employee has not suffered any tangible job detriment, such as a demotion or termination. (If there is a tangible employment action, such as a termination, this affirmative defense is not available.)
Full Story: http://www.workforce.com/archive/feature/26/92/03/index.php
The recession has put employers under attack from employees and government enforcement agencies, making four kinds of training essential. This article describes why the four are vital, and offers return-on-investment arguments for each. By Lynn D. Lieber
January 2010
Often one of the first line items to be cut from HR budgets is training, which can be perceived by high-level executives as “a good thing to do” but nonessential to their organizations in these challenging financial times. In reality, workforce training has never been more important, and it provides a stronger-than-ever return on investment.
The recession has put employers under attack by employees government enforcement agencies. Consider the following facts:
• From 2007 to the end of 2008, employment claims filed with the Equal Employment Opportunity Commission increased by 14.5 percent, from 83,000 to 95,000.
• In 2008, retaliation claims filed with the EEOC jumped 22 percent, from 27,000 to 33,000 claims.
• The EEOC just hired 170 new investigators for intake and investigation purposes.
• Corporate counsel reported significant rises in employment disputes in the past year, with discrimination suits rising by 11 percent.
• The Department of Labor recently added of 250 new wage-and-hour field investigators—a staff increase of more than a third—along with additional new staff in the department’s Office of the Solicitor.
• In December 2008, Wal-Mart agreed to pay as much as $640 million to resolve 63 class-action lawsuits involving wage-and-hour violations across the nation.
In light of such statistics, there are four types of training that should never be cut. These programs—essential for most workforces— are training in the prevention of unlawful harassment and discrimination, prevention of workplace violence, prevention of wage-and-hour law violations and adherence to the organization’s code of conduct. There are sound return-on-investment arguments for each one.
1. Training to prevent discrimination and harassment The EEOC charge numbers cited above represent only the tip of the iceberg. They do not include harassment and discrimination charges filed with state enforcement agencies, in state courts or those related to conflicts that settle before the charges are formally filed.
In the event of a layoff, employees who are terminated might perceive that they were targeted for belonging to one of the legally protected categories, such as age, race, gender or national origin. Employees who haven’t been laid off might view filing a harassment or discrimination claim as “job security,” falsely believing that such a claim makes it impossible for an employer to terminate their employment.
The return on investment
Many courts have held that regular—generally, that means annual—harassment prevention training allows an employer to establish an affirmative defense to avoid liability in cases where the allegedly aggrieved employee has not suffered any tangible job detriment, such as a demotion or termination. (If there is a tangible employment action, such as a termination, this affirmative defense is not available.)
Full Story: http://www.workforce.com/archive/feature/26/92/03/index.php
Saturday, November 8, 2008
UCI prof risks job by refusing sexual harassment training
By GARY ROBBINS
The Orange County Register
Wednesday, November 5, 2008
A prominent UC Irvine biologist who generates millions in research funding might be placed on an unpaid leave for refusing to take sexual harassment prevention training he calls a “sham” that offends his sensibilities and casts suspicion on his reputation.
UCI has already relieved Alexander McPherson of his duties supervising scientists in his lab, where he studies proteins, the “building blocks of life.” The campus also ordered that his teaching responsibilities be reassigned, but the order was rescinded.
Campus officials say McPherson, 64, could be placed on leave if he doesn't attend a training course Nov. 12 to comply with Assembly Bill 1825. [Full Story: http://www.ocregister.com/articles/mcpherson-training-uci-2218752-state-says]
The Orange County Register
Wednesday, November 5, 2008
A prominent UC Irvine biologist who generates millions in research funding might be placed on an unpaid leave for refusing to take sexual harassment prevention training he calls a “sham” that offends his sensibilities and casts suspicion on his reputation.
UCI has already relieved Alexander McPherson of his duties supervising scientists in his lab, where he studies proteins, the “building blocks of life.” The campus also ordered that his teaching responsibilities be reassigned, but the order was rescinded.
Campus officials say McPherson, 64, could be placed on leave if he doesn't attend a training course Nov. 12 to comply with Assembly Bill 1825. [Full Story: http://www.ocregister.com/articles/mcpherson-training-uci-2218752-state-says]
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