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The Equal Employment Opportunity Commission (EEOC), the enforcement arm for the Equal Employment Opportunity (EEO) protects employees in the workplace from discrimination with the authority to investigate, make charges, conduct workplace audits, and levy penalties. The EEOC also provides guidance and tools to assist certain Employers in ensuring that they do not allow or tolerate workplace discrimination. In partnership with the goals and regulations of the Civil Rights Act of 1964, the EEOC determines enforcement initiatives every five years called, the EEOC Strategic Enforcement Priorities (SEP). These SEPs are identified and later posted on the EEO website for all to see.

I learned recently from an Employment Law Symposium in Florida, that the EEOC provides this SEP along with another report called the EEO Digest Report, a quarterly publication prepared by the Office of Federal Operations (OFO), which features a wide variety of recent EEOC decisions and federal court cases of interest.

  • What can reduce the risk for Employers with the new EEOC initiatives?
  • Several Updates from the EEOC will impact Employers
  • What should Employers look forward to in the next few years?
  • What other regulations will be required for federal contractors?
  • Learn how the EEOC and the Office of Federal Contract Compliance Programs (OFCCP) and the EEOC might merge and the impact
  • Learn how conducting an internal audit of pay practices can make Employers heroes to their employees
  • Learn what the process is if you are audited by the EEOC or the OFCCP

  • Historical perspective of the EEOC and the new authority they have in making Employers fear violating their regulations Historical perspective of the EEOC and the new authority they have in making Employers fear violating their regulations
  • Learn how Employers can utilize the EEOC website resources to mitigate workplace compliance
  • Learn how the same resource helps employees file complaints against Employers
  • What does the Civil Rights Act have to do with the EEOC?
  • The EEOC and the impact of the new White House Administration's vision of pay equity
  • Review the current EEOC Strategic Enforcement Priority (SEP) and see what initiatives are the focus.

As a compliance officer, I realized that these resources allowed me to assist my clients in staying ahead of the EEOC by learning their focus and preparing for it. I also learned by using this resource, I can predict what the next enforcement trend is going to be and share it with my clients and colleagues.

  • Human Resources Professionals
  • Employers
  • Managers/Supervisors
  • Executives
  • Compliance professionals
  • Business owners
  • Who handles employee relations issues

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.

Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.

Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).

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