(Recorded Webinar) Demystifying the Process of Responding to an EEOC Charge of Discrimination

Duration: 62 minutes
Recorded on: 4/18/2022

You have just received the unwelcome news that a former employee has filed a Charge of Discrimination against your organization with the Equal Employment Opportunity Commission (EEOC). What should you do? Should you retain an employment law attorney? Should you commence an internal investigation? Should you arrange a meeting with human resources or, perhaps, the former employee’s direct supervisor? Should you prepare a response to the charge?

The filing of an EEOC charge is the first step in what may be an organization’s lengthy and costly process of defending itself against allegations of discrimination. Upon the filing of a charge, the EEOC commences an investigation to determine the legitimacy of the employee’s claims that an employer violated a federal anti-discrimination law, such as Title VII of the Civil Rights Act, the Americans with Disabilities Act, or the Age Discrimination in Employment Act. An EEOC investigation fulfills the employee’s requirement to first exhaust administrative remedies prior to filing a discrimination lawsuit.

Although an EEOC investigation is administrative in nature, employers should not take it lightly. The process of responding to an EEOC charge is one of the most complicated and disruptive circumstances that a company faces. It raises numerous legal issues that can not only have a substantial impact on the outcome of the investigation, but also cripple an organization’s defense if the employee later seeks damages by filing a discrimination case in court. For that reason, it is absolutely imperative that employers fully understand the EEOC process in furtherance of reducing potential liability and preserving all of the available defenses.

In this webinar, we will walk you through each and every step of an EEOC investigation into a discrimination charge. Specifically, we will provide best practices on topics such as:

  • Initial steps after learning of the charge
  • Preparing for drafting a response to the charge (called a position statement)
  • Drafting a position statement
  • Handling EEOC requests for information and interviews
  • Participating in EEOC mediation and reaching an amicable resolution of the charge

Do not miss this important webinar!

Target Audience

  • Human Resources Managers and Staff
  • C-Suite” Leadership: CEOs, CFOs, CMOs, COOs, and CCO
  • Directors and Supervisors
  • Compliance Officers
  • Risk Managers
  • In-House Legal Counsel

Learning Objectives

After this webinar, you will be able to:

  • Understand the fundamental elements of a discrimination claim
  • Know recommended strategies that organizations can take to reduce the likelihood of an EEOC charge
  • Understand each step of the EEOC charge process from start to finish
  • Recognize potential common pitfalls that may arise during the EEOC charge process
  • Apply best practices to reduce risk and legal exposure arising from discrimination claims
Course summary
Available credit: 
  • 1.00 Certificate of Attendance
Course opens: 
Course expires: 


A Senior Counsel with the firm in the Government Contracts, Litigation, Federal Grants, and Health Law practice groups, Scott maintains an active practice advising business and institutional clients on employment matters, commercial agreements, government contracts, and risk management. In addition to his corporate practice, Scott is also well-regarded for his employment and complex civil litigation practice. His complex civil litigation experience includes representing businesses in a wide variety of contract disputes and business torts including tortious interference, breach of fiduciary duty, civil conspiracy, defamation, fraud, and misappropriation of trade secrets. [Full Bio]

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Available Credit

  • 1.00 Certificate of Attendance


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