Build practical discrimination, harassment, retaliation, accommodation, and leave judgment before the next complaint, request, or charge shapes the record.
Taught by practicing employment attorneys, this live virtual program helps HR, Employee Relations, compliance, risk, and legal-adjacent teams identify discrimination risk, coordinate ADA and FMLA decisions, respond to harassment and retaliation concerns, and build records that can be defended.
Next verified live virtual session: November 3-6, 2026. Tuition: $1,375. 13 SHRM/HRCI/CLE.
Your team needs consistent judgment for discrimination complaints, accommodations, harassment concerns, retaliation risk, or EEOC-facing records.
HR, Employee Relations, compliance, risk, and legal-adjacent teams that need defensible workplace decisions without turning the page into legal advice.
Use this program when your organization needs clearer, shared handling of complaints, accommodation requests, harassment concerns, retaliation risk, and documentation.
For professionals who advise managers, receive complaints, coordinate accommodations, support investigations, or prepare records that may later be reviewed by counsel, agencies, or leadership.
The program helps participants understand what to notice, what to document, when to escalate, and how ordinary HR decisions can shape a later defense.
Participants leave with a stronger working model for protected-category issues, leave and accommodation overlap, retaliation risk, EEOC responses, and defensible documentation.
Use this page to understand who the program is for, what it covers, and when Discrimination Prevention & Defense is a better fit than broader HR law training or investigation-process training.
Discrimination Prevention & Defense focuses on Title VII, ADA, FMLA, ADEA, Equal Pay, retaliation, harassment, accommodations, EEOC process, and litigation-defense fundamentals.
The program is designed for professionals who need to spot risk, guide managers, document decisions, coordinate accommodations and leave, and know when a matter needs legal escalation.
HR Law Fundamentals gives a broader foundation. Workplace Investigations goes deeper on investigation workflow. Discrimination Prevention & Defense goes deeper on protected-category, accommodation, retaliation, agency, and defense issues.
Start with the November live virtual session when the date works. If you need budget, manager signoff, or team planning, use the approval support alongside registration.
The November session gives participants focused attorney-led instruction, practical discussion, and Q&A across four live virtual half-days.
Start with the next verified live virtual session. If the timing does not work, request a future live date or talk through team attendance.
Tuition: $1,375.
Best when: participants want focused attorney instruction, discussion, and Q&A on discrimination prevention and defense.
Ask IAML about group attendance, invoice routing, or private training fit before you choose a date.
Dates, tuition, format, and registration path were checked against local session data for this prototype.
Program-specific DPD proof should be confirmed before production. For this prototype, the proof section uses IAML employment law participant voice and keeps the claim institutional.
“Finding attorneys who can teach is a rarity.”
Why this mattersDiscrimination prevention training depends on practical judgment. Participants need instructors who can make legal rules understandable and help HR teams apply them to real workplace decisions.
“With almost 20 years in the field of employment law, this was one of the best seminars I have ever attended.”
“Faculty did an outstanding job of making legal information understandable for non-lawyer professionals.”
“The instructors were able to rely on past examples and cases to help illustrate the learning.”
A focused agenda for the discrimination, accommodation, retaliation, and claim-response decisions HR teams need to handle carefully.
Protected-category issues, harassment in modern workplaces, religion, sex-based claims, protected activity, and adverse-action timing.
Essential functions, reasonable accommodation, leave overlap, mental health requests, performance issues, and documentation.
RIF selection, disparate impact risk, pay transparency, pay audit considerations, and decision records.
Internal resolution, investigations, arbitration programs, pre-charge settlement, mediation, and durable documentation.
Position statements, ESI preservation, witness information, summary-judgment posture, and records that help rather than haunt.
Participants learn from attorneys and employment law leaders who advise on discrimination, harassment, retaliation, accommodations, wage and hour, and workplace litigation issues. Faculty may vary by session.
Why faculty mattersDiscrimination prevention and defense training depends on judgment. Participants need instructors who understand the legal rules and how those rules show up in complaints, accommodation requests, agency matters, and workplace records.
Senior Director & Associate General Counsel, United Parcel Service, Inc.
Defends employment litigation while building programs that prevent disputes before they start.
Director, Global Employment Law, Terumo Blood & Cell Technologies
Represents employers on discrimination, wage and hour compliance, workplace privacy, and wrongful termination disputes.
Founder, Law Offices of Wayne Williams
Advises employers on discrimination, harassment, wrongful discharge, wage and hour compliance, and traditional labor law.
Senior Corporate Counsel, White Cap
Represents employers in discrimination, harassment, and wrongful termination disputes across state and federal courts.
Faculty list and images are pulled from local IAML faculty data. Faculty may vary by cohort and should be reconfirmed before production.
Discrimination Prevention & Defense can stand alone as focused discrimination prevention and defense training, or serve as the second block in IAML's broader employee relations certificate path.
Answers to the common questions that come up before choosing the live virtual discrimination prevention program.
No. The program is built for HR, Employee Relations, compliance, risk, and legal-adjacent professionals who need practical workplace-law judgment. CLE credit is listed for eligible legal participants.
The curriculum covers Title VII, harassment, retaliation, ADA, PWFA, PUMP, FMLA, ADEA, Equal Pay, internal resolution, EEOC process, ESI preservation, and litigation-defense fundamentals.
The current program credit value is 13 SHRM/HRCI/CLE.
No. Workplace Investigations focuses on investigation process. Discrimination Prevention & Defense focuses on discrimination law, accommodation and leave overlap, retaliation risk, agency response, and defense posture.
No. The program is educational training taught by practicing employment attorneys. It does not create an attorney-client relationship or replace advice from counsel on a specific matter.