Managing Internal and External Discrimination Complaints
This is a two-part online series. Session 1 focuses on managing complaints inside an organization. Session 2 focuses on the external process for resolving discrimination complaints.
Date & Time
Jul 07, 2026, 1:00 PM – Jul 09, 2026, 2:00 PM
Virtual
Description
Session I: Managing Discrimination Complaints Inside An Organization
July 7, 2026
1:00 - 2:00 pm ET
This session focuses on the life of a discrimination/harassment complaint inside the workplace, from the first report through resolution. Attendees will examine how allegations typically surface (formal complaints, manager reports, anonymous hotlines), the employer’s immediate obligations, and best practices for launching and conducting a legally defensible internal investigation. The program will cover investigator selection, scoping the investigation, interviewing witnesses, evaluating credibility, effective documentation, and communicating outcomes. Special attention will be given to retaliation risk, interim measures, and how internal decision-making can be a benefit or liability during external proceedings. The session emphasizes practical guidance for minimizing liability while maintaining trust, fairness, and compliance.
Session II: The External Process for Resolving Discrimination Claims
July 9, 2026
1:00 - 2:00 pm ET
This session traces how discrimination/harassment allegations may unfold outside the organization, exploring the strategic paths claims commonly take after (or alongside) an internal process. Attendees will walk through demand letters, administrative charges, agency investigations, mediation, and litigation, including how and when cases resolve—or escalate. The presentation examines inflection points that influence outcomes, such as responses to demands, position statements, discovery, and settlement options. Practical insights will be shared on assessing risk, managing costs, preserving defenses, and aligning legal strategy with business objectives. The session concludes with an overview of resolution options and lessons learned for preventing the next claim.
PRESENTERS
Click arrow to read more
Matthew J. Camardella, J.D., Principal, Long Island, JacksonLewis
Matthew Camardella is a principal in the Long Island, New York, office of Jackson Lewis P.C. Matt directs the preparation of thousands of AAPs each year and has defended hundreds of OFCCP audits for a broad range of employers across the country.
He also serves as the practice group lead on responding to OFCCP allegations of class-based discrimination and has litigated against the Agency before the Office of Administrative Law Judges. He regularly counsels clients about the design and implementation of company-wide AAP structures, applicant flow tracking systems, and other complex “real world” compliance issues.
Matt spends significant time advising clients on their compensation practices and directing pay equity analyses. He assists employers with analyzing reductions-in- force for adverse impact and assessing the applicability of federal affirmative action laws in the contexts of mergers and acquisitions.
Michael A. Giarratano, J.D., Associate, Long Island, JacksonLewis
Michael A. Giarratano is an Associate in the Long Island, New York, office of Jackson Lewis P.C. Michael is a reliable partner to employers, delivering strategic, practical solutions to workplace disputes while ensuring alignment with evolving legal standards.
Michael works closely with government contractors to navigate the constantly shifting regulatory and compliance obligations. Michael has experience responding to government reporting requirements (EEO-1 and VETS 4212) and ensuring compliance with the Office of Federal Contract Compliance Programs (OFCCP) regulations. Michael has also successfully defended contractors in government audits and complaint investigations. Additionally, Michael works closely with non-government contractor clients to conduct risk assessments of their programs, policies, and training to align with federal and state anti discrimination requirements.
As a member of the firm’s Workplace Analytics and Preventive Strategies Group, Michael provides companies with valuable legal insights and proactive advice through data analytics. Michael’s data-driven approach emphasizes turning workforce analytics into actionable insights. By tapping into statistical trends and patterns, Michael positions organizations to plan confidently for what’s next without running headfirst into legal risks. A key part of Michael’s practice involves advising employers on state and federal fair pay laws and their compensation practices. Michael has significant experience conducting pay equity analyses for employers, and partners with Jackson Lewis' in-house statisticians to run statistical analyses on companies’ workforces. This enables him to provide tailored advice and counsel on potential areas of risk, as well as on how organizations can develop compensation programs that are legally sound and consistent with long-term business goals.
Staying on track with trends in the employment space and recognizing the incredible growth of artificial intelligence, Michael ensures he is up to date on the latest developments in AI-related laws and workplace trends. Michael has experience drafting AI use policies and providing advice and counsel on ethics and transparency issues related to AI use in the office, offering practical, actionable guidance on emerging issues.
PRICE
AAAED Members: $100.00
Login to your AAAED account to apply the discount.
Non-Members: $140.00
Registration Fee
Two-Part Online Series
This ticket allows you to join the two-part online series. Rate for members is $100.00.
$140.00
+$3.50 ticket service fee
Total
$0.00