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Proven Employment Documentation: Minimize Discrimination & Retaliation Claims with Objective, Evidence-Based Writings - On-Demand

Proven Employment Documentation: Minimize Discrimination & Retaliation Claims with Objective, Evidence-Based Writings - On-Demand

Product Code: YEWA052919D

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Proven Employment Documentation: Minimize Discrimination & Retaliation Claims with Objective, Evidence-Based Writings - On-Demand

Webinar now available On-Demand.

WEBINAR SNAPSHOT: Learn how to draft employment documentation to manage performance, conduct, and other workplace issues and reduce your organization’s legal risks.

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. This often results in employer’s feeling forced into a costly settlement, or into a trial-by-jury that will likely favor the employee.

Don’t wait for an employee to file a claim against your company to evaluate whether the way your documentation is sufficient.
Use this on-demand webinar with employment attorney Timothy Murphy, who will reveal how poorly drafted or non-existent 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.

You’ll learn:

  • Examples of written employment documentation that would make the EEOC, or any judge or jury, cringe
  • Examples of well-crafted, objective employment documentation that can minimize an employer’s risk of discrimination or retaliation claims
  • Why it’s a good idea to streamline your performance and discipline process to ensure that issues are reported in a uniform manner
  • The truth about “shadow files”—Are they discoverable in the event you’re sued? And, how can you tell generally whether a supervisor’s notes constitute a personnel record?
  • What to do if an employee refuses to sign off on a performance improvement plan
  • And much more!

About Your Presenter

Timothy MurphyTimothy F. Murphy, Esq.
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.

Mr. 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.

He has been selected as one of the Best Lawyers in America since 2013. In 2015 and 2018, he was honored as the Lawyer of the Year for Litigation – Labor and Employment by Best Lawyers in America.

He is a former adjunct professor at Western New England College, teaching employment law courses, and he regularly makes presentations before management groups on labor and employment law topics.

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