EEOC Law Week – March 24-28, 2025

Let’s face it: EEO law can be complex. Not only do you have several different laws and the growing caselaw to keep up with, but many areas, such as contractor complaints and mixed cases, are flat out confusing as heck. The increasing reasonable accommodation requests based on religion, disability, and pregnancy and the rise in harassment complaints provide specific challenges, as well.

FELTG’s EEOC Law Week runs the gamut of EEO issues, providing usable and up-to-date guidance for all practitioners, regardless of experience level.

Monday, March 24: Basic EEOC: Nuts & Bolts

This class spells out everything you need to know to have a fundamental understanding of Federal EEO law and practice. We’ll guide you through each step of the process, discuss the statutory authority and jurisdiction of EEOC, provide an overview of the theories of discrimination process, and discuss timeliness issues in the wake of Morgan and Ledbetter.

Tuesday, March 25: Contractor Complaints; Intentional Discrimination; Reprisal Cases

In certain circumstances, a contractor or independent consultant can be considered an agency employee for EEO purposes. This class will identify those circumstances, as well as the agency’s role and obligations when that contractor/employee files an EEO complaint. Today we’ll also analyze and discuss intentional discrimination, selection and promotion cases, and reprisal claims.

Wednesday, March 26: Accommodating Individuals with Disabilities

How do you determine if an employee has a disability? What does it mean to be a qualified individual? What exactly is the interactive process? After an overview of the statutory bases (the Rehabilitation Act, the Americans with Disabilities Act and the Amendments Act), we’ll get down to the details and answer those questions and others, including those involving the legal requirements for the interactive process, types of reasonable accommodations, revisiting existing accommodations, and much more.

Thursday, March 27: Current Trends in EEO Law: A Focus on Harassment

Harassment claims continue to increase in the workforce, and the EEOC is concerned enough to have recently updated its enforcement guidance on harassment for the first time in 25 years. Given the polarization over current events and recent legal developments in the law, now is the best time to make sure your agency’s policies and practices align with today’s workplace. This class will provide particular attention to discussions about claims of hostile work environment harassment, same-sex harassment, non-EEO harassment, and more. But that’s not all. We’ll also bring you up to speed on the latest decisions, guidance, and news in the broader world of EEO law.

Friday, March 28: Mixed Cases; Damages & Remedies

We’ll start the final day of EEOC Law Week by making sense of one of the most perplexing EEO issues – mixed cases. We’ll also cover back pay, front pay, reinstatement, non-pecuniary and pecuniary damages, past and future damages, damages offsets, the duty to mitigate damages, and multiple causations of harm, plus appropriate remedies in EEO findings.

Learning objectives

• Recognize the theories of discrimination.
• Identify the steps of the EEO complaint process.
• Explain when and why employers are liable for workplace harassment.
• Understand the disability accommodation process from start to finish.
• Determine the appropriate remedy when there’s a finding of discrimination.

Training time

12:30 pm – 4:30 pm ET each day

Pricing

Early bird (register by Feb. 24, 2025)

• 5 days = $1,895
• 4 days = $1,575
• 3 days = $1,230
• 2 days = $855
• 1 day = $525

Standard (register through March 28, 2025)

• 5 days = $1,995
• 4 days =$1,675
• 3 days = $1,330
• 2 days = $955
• 1 day = $625

Event FAQs

Can I attend this class using my government computer? 

This event will be held on Zoom. Many government computers and systems allow Zoom access. If, for some reason, your firewall will not allow access, you are welcome to use your personal email address to register and to attend the sessions from your personal device. Dial-in telephone access is also available.

Can I earn CLE credits for this class?

CLE applications are the responsibility of each attendee; FELTG does not apply for the credits on behalf of attendees. If you are seeking CLE credit, you may use the materials provided by FELTG in submission to your state bar. You may also request a certificate of completion which will contain the number of training hours attended.

Can I share my access link with co-workers?

No. Registration for this event is per individual, and access links may not be shared. Each link may only be used by one person.

Can I register a teleworker?

This event is individual registration, so the cost is the same whether the person is teleworking or attending from an agency facility.

How do I receive a group discount?

Group discounts are available for agencies registering 10 or more individuals for the full event by the early bird registration deadline. The group discount must be requested in writing with registration submission via email or fax.

What are the Substitute, Cancellation, and No-show Policies for Registered Participants?

Substitutions may be made at no cost with advance notice to FELTG. We kindly request 24-hour advance notice. No substitutions will be permitted within one hour of the training start time. No cancellations are accepted within 30 days of the training start date. No cancellations are accepted on pre-paid registrations. There are no refunds for no-shows.

Is this Training Compliant with the 2025 Executive Orders? 

All FELTG classes are in compliance with the Trump administration’s Executive Orders.