Only Sound HR Policies and Procedures Will Protect Your Organization From a Discrimination Lawsuit

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Each year, hundreds of companies are involved in investigations of alleged discrimination, while thousands more are at risk. Workplace discord and disharmony can be attributed to poorly written policies and procedures.
The best way to avoid a great deal of workplace conflict is to have Policies and Procedures for all personnel activity. Policies and Procedures that are well-organized, with defined protocols and practices for the specific organization or company, which also are non-discriminatory, will ensure that everyone knows the boundaries and expediencies of the workplace. Every employee needs to be on the same footing when it comes to expectations, guidelines and culture of the organization for which they work. This presentation is based on the presenter’s years of experience as an investigator and industry best practices for preventing and reducing conflict risk factors.This workshop focuses on key strategies to overcome common potential problems of discrimination or misunderstandings that may cause workplace conflict.

 

This workshop will cover:

Case Studies: Highlighting the impact of poorly written policies and procedures

  • Red Flags: Recognizing poorly written policies and procedures
  • Organizational Alignment: Identifying needs and values
  • Strategies: Overcoming potential problems
  • Best Practices: Writing well-written policies and procedures

Diana Younts is a subject matter expert on affirmative action and equal opportunity. She has a B.A. in Behavior Sciences, a certificate in mediation. Younts is a member of the Atlanta Society of Human Resources Management (SHRM), Metro Atlanta Chamber and serves on the Board of the Vision Rehabilitation Services of Georgia.

After 27 years working in different Departments/Agencies and areas of the Federal Government, she retired from the United States Department of Labor Office of Federal Contract Compliance Programs in July 2011. As a United States Department of Labor (US DOL) with Office of Contract Compliance Programs (US DOL OFCCP), her duties included auditing affirmative action plans and conducting investigations of alleged discrimination.

Contact her today!

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