Please join Morgan Lewis and Cabrini Green Legal Aid for a critically important training program.
With a reported one in three Americans having been arrested by age 23, many job applicants have a criminal background that employers need to consider when making hiring decisions. Criminal background checks are widely used to screen applicants, and access to criminal records can be as easy as one click on the computer. But, that access comes with multiple laws and regulations – at the state and federal levels – that can subject employers to liability.
With the Equal Employment Opportunity Commission’s recent guidelines on the use of criminal records, employers need to make balanced decisions to avoid liability under Title VII of the Civil Rights Act, as well as the Fair Credit Reporting Act. Illinois law both prohibits the use of certain records in employment decisions under the Illinois Human Rights Act and prescribes procedures to reduce or eliminate the legal effect of criminal records.
Tuesday, November 13 or Tuesday, December 11
8:30 am | continental breakfast
9-11am | training program
77 W. Wacker Drive
Chicago, IL 60601
Register today for “Think Before You Send: Savvy Business Communications.”
We are offering an open session of this 90-minute webinar on June 27, starting at 1:00 pm ET.
Designed for nonlawyers, this course is intended to avoid the needless creation of a damaging “smoking gun” document that can come back to haunt you during the course of discovery. This course outlines the “Top 10 Best Practices for Savvy Business Communications,” an easy-to-follow yet comprehensive set of practical suggestions, and illustrates their importance with a series of compelling real-world examples—many drawn from today’s legal headlines. In the course of dissecting these case studies, participants will gain a detailed understanding of the risks of ill-considered communications, along with common-sense strategies for drafting communications that reduce risk without reducing effectiveness.
Cost: $250 per person
Beware of Increased Retaliation Complaints According to the EEOC, in 2010, for the first time in history, retaliation claims became the most frequently filed type of claim in the United States. Adding to employers’ growing retaliation concerns, the Supreme Court held on January 24, 2011 that when an employee makes a complaint alleging unlawful discrimination, an employer can be held liable under federal law for retaliation not only against the person who engaged in the “protected activity” but also against a coworker who is closely related to the employee making the complaint. As a result, the rate of filing for retaliation claims will undoubtedly continue to grow well into 2012.