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Event Details

    EEOC Trends for 2019

    Date: February 26, 2019, 7:30am
    Chrissy English
    Dove Pointe
    1225 Mt. Hermon Rd.
    Salisbury, MD 21804
    $15 Members / $25 Non-Members / $0 Meeting Card Holder
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    EEOC Trends for 2019

    Speaker: Mary Tiernan, Training and Outreach Coordinator at EEOC

    Mary M. Tiernan is the Outreach and Education Manager for the Equal Employment Opportunity Commissions'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.


    • Best practices for employers so they can avoid unlawful discrimination, harassment and retaliation in the workplace and reduce risk for lititgation and ensure a workplace allowing all to succeed.
    • Highlight EEOC enforcement priorities and EEOC litigation
    • Ensuring that managers understand and consistently enforce your discrimination rules and policies may allow managers to quickly identify and resolve potential problems early, before they rise to the level of unlawful discrimination.
    • State that discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability, age (40 or older) or genetic information (including family medical history) is illegal and will not be tolerated. Provide definitions and examples of prohibited conduct, as needed.*
    • Describe your business's policies regarding discrimination, harassment and reasonable accommodation. If the policies are written, distribute them and explain where managers can find copies.
    • Ensure that managers understand their responsibilities, including:    Non-Discrimination. Managers should ensure that applicants and employees are not discriminated against or harassed because of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability, age (40 or older) or genetic information (including family medical history).*    Reasonable Accommodation. Managers should know how to recognize and respond to requests for reasonable accommodations (changes to the way things are normally done at work) because of an applicant's or employee's medical condition or religious beliefs.*    Responding to Discrimination Complaints. Managers should be able to recognize and respond promptly and effectively to discrimination complaints.    Avoiding Retaliation. Managers should ensure that applicants, employees and former employees are not punished for reporting discrimination, participating in a discrimination investigation or lawsuit, or opposing discrimination (for example, threatening to file a discrimination complaint).
    • Describe your business's policies and procedures regarding discrimination questions or complaints.  Identify the individual(s) responsible for receiving, investigating and responding to discrimination questions and complaints.  Instruct managers to respond appropriately to discrimination or to report it to individuals who are authorized to respond.
    • Ensure that relevant managers understand how to investigate, stop and correct discrimination.
    • Explain the consequences of violating your business's non-discrimination policies.