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Event Details

    EEOC Updates

    Date: February 27, 2018, 7:30am
    Heather Parsons
    Dove Pointe
    1225 Mt. Hermon Road
    Salisbury, MD 21804
    $15 Members / $25 Non-Members / $0 Meeting Card Holder
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    EEOC Updates

    Speaker: Mary Tiernan, Training and Outreach Coordinator at EEOC

    Mary M. Tiernan is the Outreach and Education Manager for the Equal Employment Opportunity Commission’s Philadelphia District Office and manages the Philadelphia District Office’s outreach and public affairs program.  She provides training and technical assistance to employers and employees within the district.   

    Ms. Tiernan is frequently requested to speak at continuing legal education seminars and Society for Human Resources Management meetings in Pennsylvania and Maryland.   She has provided paid trainings on site to thousands of employees at private companies and state agencies.  She routinely receives positive feedback and favorable evaluations from audiences for her training classes and presentations.

    Ms. Tiernan has been the recipient of the highest awards offered by the EEOC.  She has been selected to serve on Commission-wide workgroups and to provide training to investigators and staff throughout the country as part of EEOC national training programs.

    Ms. Tiernan has served as the district’s outreach manager since 2007.  From 1991 through August 2007, she served as an EEOC Trial Attorney and Senior Trial Attorney, and litigated class action discrimination cases, and numerous individual cases, under the federal anti-discrimination laws.  Prior to working for the Commission, Ms. Tiernan had a legal clerkship with the Honorable Angelo A. Guarino, of the Court of Common Pleas in Philadelphia, Pennsylvania.  Ms. Tiernan graduated from Villanova University and Villanova University School of Law.


    1. Identify employer best practices to prevent and remedy unlawful harassment.
    2. Identify EEOC’s strategic enforcement priorities so they can review their policies and practices to avoid discrimination claims, including any addressing any of their barriers to recruitment and hiring that can cause employment discrimination.
    3. Review maximum leave policies to ensure that they don’t violate the reasonable accommodation requirements of the ADA.
    4. Review their current employment practices to ensure compliance with federal EEO laws.

    ** 1.5 SHRM PDC's pending **

    Click here for slides from presentation.