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Document Management in a Remote Setting: Defend Against Discrimination and Retaliation Claims with Clear, Concise, Objective Documentation - On-Demand

Document Management in a Remote Setting: Defend Against Discrimination and Retaliation Claims with Clear, Concise, Objective Documentation - On-Demand

Product Code: YEWA113021A

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Document Management in a Remote Setting: Defend Against Discrimination and Retaliation Claims with Clear, Concise, Objective Documentation - On-Demand

Webinar now available On-Demand.

Program Length: 1 hour


WEBINAR SNAPSHOT: Discover the importance of maintaining employment documentation in a remote setting and its importance in defending discrimination and retaliation claims by attending this helpful webinar.



When an employee who belongs to a protected class is disciplined or terminated, there’s always a risk that he or she could claim that there was a discriminatory or retaliatory motive for the employment decision.

And, if a charge is filed with the Equal Employment Opportunity Commission (EEOC) or a lawsuit proceeds, the fact finder invariably will want to see whatever employment documentation was kept and communicated to the employee prior to the adverse employment action taking place.

Clear, concise, objective documentation is essential in the defense of such claims. But poorly worded documentation—or none at all—can devastate an employer’s case. Add in the new component of remote work and it becomes even more vital that your documents are stored in a private, secure location, and are shared safely with leaders and managers.

Don’t wait for an employee to file a claim against your company to evaluate whether the way you handle documentation is sufficient. Join employment attorney Timothy Murphy as he reveals how poorly drafted or nonexistent employment documentation can hurt your legal chances of successfully defending discrimination and retaliation claims under federal laws, such as Title VII of the Civil Rights Act of 1964, the Family and Medical Leave Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act.

Plus, he'll show you examples of objectively worded, employment documentation that: 

1) Successfully gets the point across to employees when performance or conduct needs improvement; and
2) Protects your company against legal liability in the event you’re sued for discrimination or retaliation.

After attending this webinar, the participant will be able to: 

  • Understand examples of written employment documentation that would make the EEOC, or any judge or jury, cringe
  • Understand examples of well-crafted, objective employment documentation that can minimize an employer’s risk of discrimination or retaliation claims
  • Identify how to streamline your performance and discipline process to ensure that issues are reported in a uniform manner
  • Understand the dos and don’ts of documentation in a remote setting
  • Uncover key tips for storing and sharing documents with other remote managers
  • And much more!

About Your Presenter

Timothy F. MurphyTimothy F. Murphy, Esq.
Partner
Skoler, Abbott & Presser, P.C.

Timothy F. Murphy is a partner with Skoler, Abbott & Presser, P.C., and practices in the firm’s Springfield, Massachusetts, office. He joined the firm in 2001 and became a partner in 2007. Prior to joining the firm, he served as General Counsel to an area labor union, worked as an Assistant District Attorney for the Hampden County District Attorney’s Office, and was a litigator for a large defense firm in Springfield.

A Springfield native, he is a magna cum laude graduate of American International College in Springfield, and received his Juris Doctor degree from Western New England Law School in 1990. His experience as a union attorney gives him unique insight into complex labor relations matters. He also is an experienced litigator, representing management in state and federal courts and before administrative agencies on matters involving employment discrimination and alleged violations of the myriad of labor and employment laws that affect the employer-employee relationship. In addition to providing employment-related advice to employers, he assists clients in remaining union-free and has extensive experience negotiating collective bargaining agreements.

Murphy is a member of the Labor Lawyers Advisory Committee of CUE. He is a Contributing Editor to the Developing Labor Law treatise and a regular contributor to business publications and to the Massachusetts Employment Law Letter.

Credit Information

HR Certification Institute HRCI
SHRM Preferred Provider

CREDIT INFORMATION: HRCI® (www.HRCI.org) official seal confirms that BLR®—Business & Learning Resources meets the criteria for preapproved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.

This program has been approved for 1.0 (HR (General)) recertification credit Approved Provider toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HRCI.
These credits expire 12/31/21.

BLR®—Business & Learning Resources is recognized by SHRM to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). This program is valid for (1.0) PDCs. For more information about certification or recertification, please visit shrmcertification.org.
The on-demand credits expire 12/31/21.