2 EASY WAYS TO REGISTER
ONLINE
Select Webinar Below
Main Site (required for Additional Site registrations):
$275 per connection until November 24
$295 per connection from November 25 - December 1
Additional Site for Teleworker:
$55 per connection Now to December 1
President Biden's Executive Order 14043 requires your agency to ensure your workforce is fully vaccinated against COVID-19 by November 22, 2021. After that date you are likely to have employees who have not complied. And while some will qualify for medical or religious exemptions, those who do not will face disciplinary action.
Get ready for the challenging situations ahead with timely guidance from esteemed federal employment law expert Robert Erbe. Through an examination of relevant case law, agency-wide guidance and the Douglas factors, you will learn how to formulate appropriate disciplinary actions against employees who do not comply with the mandate. Guidance also will be provided on how employee representatives can develop arguments to challenge the actions, such as disparate treatment challenges and bringing forward mitigating factors.
Learning Objectives:
- Select the appropriate charge when employees refuse to comply with the mandate
- Determine how to show nexus with regard to teleworkers who do not comply
- Decide on the appropriate penalty to impose, including the use of progressive discipline
- Use the Douglas factors to address relevant mitigating and aggravating factors
- Analyze agency vaccination and safety protocol policies to support and challenge disciplinary actions
- And more
Main Site (required for Additional Site registrations):
$275 per connection until December 1
$295 per connection from December 2 - December 8
Additional Site for Teleworker:
$55 per connection Now to December 8
Gain expert insights on the law and guidance surrounding religious expression and religious accommodation in the federal workplace and the unique issues that have arisen today. Kelly Goode, who recently retired after nearly 30 years in federal and private sector EEO/DEI, will address current compliance issues your agency now faces, focusing on religious accommodation related to vaccines and masking, as well as the balancing of First Amendment religious expression rights with the civil rights of others, specifically LGBTQ+ employees.
You will leave equipped with the knowledge and strategies to adopt inclusive workplace strategies that encompass religious diversity and accommodation. Plus, you'll learn best practices to:
- Respond to requests for exceptions, as a religious accommodation, to mandatory COVID testing, masking and vaccination policies
- Address an employee's request for exemption from attending required LGBTQ+ training as a religious accommodation
- Recognize when specific religious expression creates a discriminatory hostile work environment that precludes it from being allowed as a religious accommodation
- Determine if a requested religious accommodation would create an undue hardship such that it can be denied
- Identify when documentation of religious beliefs can be requested in response to a religious accommodation request
- And more
Main Site (required for Additional Site registrations):
$275 per connection until February 2
$295 per connection from February 3 - February 9
Additional Site for Teleworker:
$55 per connection Now to February 9
With the U.S. Supreme Court's recent Bostock decision and President Biden's Executive Orders 13985 and 14035, your agency is expected to protect and include LGBTQ+ employees in new, and still emerging, ways. Join this webinar to learn about – and learn how to comply with – evolving case law, new governmentwide initiatives and recent EEOC guidance.
Attorney Shannon Leary will explain current LGBTQ+ entitlements and protections under Title VII, as set forth in Supreme Court and EEOC decisions, plus the more expansive inclusion goals and priorities advanced by the Biden administration. You'll leave with an understanding of the scope of the new expectations for your agency to create an environment in which LGBTQ+ employees can openly express their sexual orientation, gender identity and gender expression.
Plus, you'll learn how to meet the dual goals of promoting equity and inclusion of LGBTQ+ employees and ensuring that agency anti-discrimination and anti-harassment policies are compliant, with best practices to:
- Correctly use LGBTQ+ terminology and acronyms
- Facilitate usage of an employee's preferred pronouns and names
- Establish inclusive bathroom, locker room and shower policies
- Respond to negative comments about sexual orientation
- Process discrimination and harassment claims by LGBTQ+ employees under Title VII
- And more!