Managers should Consider 'Vicarious Liability' when Conducting Disciplinary Actions'
- 1. Vicarious Liability' when Conducting Disciplinary Actions' www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
- 2. Instructor Profile: HR Compliance Solutions, LLC Founder/Owner Bio- Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for a defense contracting technologies firm with a military base in Hawaii, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the following industries: Non- profit, construction, defense contracting and federal government, hospitality, military simulation, engineering, technologies, banking, homebuilding, hospitality, retail, real estate, criminal justice, legal system, commercial property management facilities operations and volunteer management. Margie is bilingual (Spanish) fluent and Bi-cultural. www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
- 3. Description: Employers, managers and even human resources professional should be aware of how their actions and behaviours impact the bottom line when it comes to how employees are treated. It is very easy for managers to hide behind their employer when there are allegations against them by employees. www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
- 4. Objectives of the Presentation: Learning what is the definition of 'Vicarious Liability' and the implications for employers, managers, supervisors and HR professionals The types of actions that are identified as liable under 'Vicarious Liability' How to mitigate risk if your managers are not trained properly on management skills, disciplinary actions and discrimination What penalties can be levied against those charged with violating Civil Rights Act What part of the 'Affirmative Defence' will assist in reducing allegations of discrimination? How does the Burlington Industries, Inc v. Ellerth (1998) and Faragher v. Boca Raton cases impact 'Vicarious Liability'? www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
- 5. Areas Covered: What is the impact of manager/supervisor relationship during the disciplinary process? Who is identified as a supervisor by EEOC and what are the punitive damages if found guilty? How employers should mitigate employee allegations of discrimination and wrongful terminations? What behaviours are more likely to result in 'Vicarious Liability'? What actions can minimize the risk for employers regarding their manager's aggressive actions? What initiatives can be put in place to eliminate manager/supervisor negative behaviours? www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com
- 6. Who can Benefit: All Employers Business Owners Company Leadership Small Business Owners Managers/Supervisors Compliance Professionals HR Professionals Track this Link: Vicarious Liability' when Conducting Disciplinary Actions' www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com