In today's rapidly evolving legal and regulatory environment, employers are faced with a profoundly different approach to Equal Employment Opportunity (EEO) and employment law. The purpose of this workshop is to provide an update on changes with significant implications for HR practice. Participants will learn about recent court cases, changing laws/regulations, the new strategic priorities of regulatory agencies, and conflicts between federal, state, and local laws/regulations. We will discuss the impact of the new administration’s approach on employment decision-making, highlighting best practices in developing job-related, legally defensible selection procedures. Finally, we will explore trending issues such as equity and inclusion, “reverse” discrimination, religious discrimination, and artificial intelligence (AI)-enabled recruitment and hiring, and offer practical guidance on navigating these complex topics.
Delivery Mode
Online (Zoom Meeting)
Intended Audience
This seminar is intended for a general audience at a postgraduate level; no specific content knowledge is required.
Learning Objectives
Based on the content of this session, participants will be able to:
- Identify significant changes to employment law and regulations.
- Identify the current priorities of regulatory agencies.
- Describe recent court cases with major legal and ethical implications for employment decisions.
- Understand the patchwork of federal, state, and local laws governing AI-enabled recruitment and hiring.
- Apply knowledge to inform relevant areas of practice (e.g., development/validation of selection procedures) and facilitate efforts toward ethical and legal compliance.
Agenda
Continuing Education (CE) Credits
This seminar is eligible for 3.0 continuing education credits for psychologists. To qualify for these credits, the entire program must be attended. There is no partial credit available. SIOP will email CE letters 30 days after the session to the individuals who responded "Yes" to question #1 on the post-event evaluation.
For more information about continuing education for psychologists, please visit the American Psychological Association at http://www.apa.org/education/ce
Your Presenters
Megan M. Chandler, PhD
Megan M. Chandler is the Vice President of Solution Delivery at APTMetrics where she provides consulting services in the areas of litigation support, job analysis, assessment development and validation, competency modeling, and talent management processes across industries. Dr. Chandler has supported consulting work in employment discrimination cases and settlement agreements.
Prior to joining APTMetrics, Megan developed and implemented Talent Management programs and initiatives across a number of industries, including pharmaceutical, hospitality, and finance. She also gained experience working internationally, having overseen Marriott International’s selection and performance management processes worldwide and working at one of Germany’s largest commercial banks (NORD/LB), where she helped build an internal Big Data Analytics and Innovation Lab.
Megan earned her doctorate in Industrial-Organizational Psychology from the University of Akron. She has published research articles and a book chapter and presented on employee motivation, well-being, job satisfaction, and selection processes.
Toni S. Locklear, PhD
Toni Locklear is the Chief Technical Officer & Litigation Practice Leader at APTMetrics. Dr. Locklear is an industrial-organizational (I-O) psychologist and Society for Industrial and Organizational Psychology (SIOP) Fellow with 30 years of experience in the field of human resources management, having held positions in both industry and consulting.
As the firm’s Litigation Practice Leader, Toni serves as an expert witness and consultant to counsel in employment discrimination, harassment and wage-hour cases for both defendants and plaintiffs; and acts as a settlement expert to help carry out the provisions of consent decrees in such lawsuits.
As part of her consultant role, Toni works with organizations in a proactive capacity to help them avoid litigation, conducting HR process audits to identify gaps between a client’s current practices and industry best practices and designing/implementing fair, valid, and legally defensible HR processes. She provides consultation in the areas of job analysis, test validation, employee selection procedures, performance management, compensation, and HR policies/procedures to clients ranging from Fortune® 100 companies to public sector employers and nonprofit organizations across a broad range of industries.
Toni is a member of the SIOP task force on artificial intelligence (AI)-based assessments and a co-author of SIOP’s Considerations and Recommendations for the Validation and Use of AI–based Assessments for Employee Selection (2023).
Nikki Carusone, PhD
Nikki Carusone is a Senior Consulting Scientist at APTMetrics where she works with organizations to design and implement fair, valid, and legally defensible talent solutions. Dr. Carusone provides consulting services in the areas of job analysis, assessment development and validation, performance management, compensation, and HR policies and procedures. Her clients include Fortune® 100 organizations across a variety of industries, including technology, finance, healthcare, pharmaceuticals, and others.
At APTMetrics, Nikki offers expertise in litigation support, consulting on class action pay equity and employment discrimination matters. She also works with organizations to carry out provisions of programmatic relief requirements of settlement agreements and consent decrees. Nikki also consults with clients in a proactive capacity by conducting audits in areas such as pay and promotion equity, adverse impact, and HR policy and processes.
Nikki earned her doctoral degree in industrial-organizational (I-O) psychology from the University of Central Florida. Nikki has presented research on topics such as workplace diversity and discrimination, job insecurity, and pay equity at conferences for the Society for Industrial and Organizational Psychology (SIOP), the Academy of Management (AOM), and the American Psychological Association (APA). Her work has been published in outlets such as Journal of Management and Harvard Business Review.