On January 22, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) voted to rescind its Enforcement Guidance on Harassment in the Workplace—marking one of its first major actions since reaching a quorum in October 2025. While this action reflects shifting federal enforcement priorities, an employer’s core legal obligation to maintain a harassment-free workplace under federal anti-discrimination laws remains unchanged. However, this rescission creates critical questions regarding employer obligations around gender identity protections and harassment standards.

Harassment and discrimination claims remain a top compliance and litigation risk for U.S. organizations in 2026. Employers currently face expanded enforcement priorities, heightened investigation standards, and stricter expectations for documentation and data transparency—driven in part by federal initiatives under the One Big Beautiful Act (OBBA).

Led by HR compliance expert Diane L. Dee, this practical 90-minute session guides employers through properly responding to EEOC charges, managing internal investigations, and updating workplace procedures to align with 2026 digital charge management and compliance rules.

Why You Should Attend

• Understand 2026 EEOC Priorities: Learn how updated EEOC investigation standards and enforcement initiatives affect your organizational risk and defense strategy.

• Navigate OBBA Standards: See how employer documentation and workforce reporting are impacted by accountability measures tied to the One Big Beautiful Act (OBBA).

• Master Digital Submissions: Gain clarity on managing updated 2026 EEOC forms, employer portals, and digital charge handling systems.

• Mitigate Legal Exposure: Reduce liability related to retaliation claims, procedural investigation errors, and inconsistent handling of complaints.

• Ensure Audit Readiness: Prepare your organization to confidently respond to EEOC audits, subpoenas, charges, and information requests.

Key Learning Highlights

• 2026 EEOC Priorities & Systemic Discrimination: Major enforcement shifts and systemic risk factors impacting internal investigations.

• Protected Classes & Intersectionality: Evolving interpretations of discrimination standards and intersectional claims under 2026 rules.

• EEOC Charge of Discrimination (Form 5): Employer response expectations, required evidence, and documentation best practices.

• Requests for Information (RFI) & Notices: Updates to digital submissions, confidentiality formatting, and employer portal workflows.

• EEO-1 Component 1 Reporting: 2026 filing considerations and how agency investigators utilize workforce data during investigations.

• Investigation Standards & Neutrality: Ensuring investigator independence, credibility, and defensibility across hybrid and remote workplaces.

• Employer Liability & Manager Reporting: Obligations for supervisors under current liability frameworks.

• Record Retention & Audit Protocols: Retention timelines, investigation file maintenance, and readiness standards under OBBA guidelines.

Who Should Attend

• HR Directors, HR Managers, and HR Business Partners

• Compliance, Risk, and Governance Officers

• Managers, Supervisors, and Internal Investigators