Workplace enforcement is evolving rapidly, and employers must stay ahead of both federal and state regulatory priorities. This session offers a practical, real-world look at current enforcement activity, including active EEOC, DOJ, and Department of Labor cases, relevant state and local investigations, and recently issued opinions and dockets that are shaping compliance expectations.

October 15, 2026 - 8:00-9:00am  |  VIRTUAL

Attendees will gain insight into common triggers that initiate investigations, how to monitor early warning signs, and best practices for HR to respond proactively during and after enforcement activity. The session will cover:

• High-profile and emerging enforcement cases affecting employers
• How regulatory dockets and legal opinions inform compliance obligations
• HR's proactive role in preventing, managing, and mitigating enforcement risk
• Practical strategies for organizational readiness, risk reduction, and post-investigation follow-up

Participants will leave with a clear understanding of where the enforcement landscape is headed, what issues are driving agency attention, and how HR and leadership can act proactively to minimize exposure while maintaining compliance.

Learning Objectives:

• Analyze current EEOC, DOJ, DOL, and state/local enforcement cases and their implications for HR
• Identify triggers and red flags that can lead to investigations before they occur
• Develop proactive strategies for HR intervention during and after investigations
• Apply practical measures to strengthen compliance and reduce organizational risk.

This session aligns with the SHRM Body of Competency and Knowledge (BoCK) by addressing HR Expertise, Risk Management, Organizational Effectiveness, and Strategic Planning. Attendees will gain insight into current federal, state, and local enforcement cases, dockets, and opinions, and understand how these developments impact HR policies and workplace compliance. The program highlights proactive HR strategies, including recognizing investigation triggers, guiding leadership during enforcement actions, and implementing post-investigation mitigation. Participants will leave with a clear understanding of how to manage organizational risk, maintain legal and ethical compliance, and align HR practices with broader business strategy.

PENDING:  1.0 CE credit SHRM  |  1.0 CE credit HRCI

CincySHRM is recognized by HRCI and SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.

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SPEAKER:  Tessa Castner, FBT Gibbons

Website

Tessa serves as a trusted advisor and litigator representing employers and management in three primary areas of employment law: (1) discrimination and harassment issues, (2) wage and hour
matters, and (3) non-competes and trade secrets.

As an advisor, Tessa proactively assists clients with navigating disciplinary matters, terminations, policy implementation, wage and hour compliance, non-compete disputes, and other employment
issues. She writes multi-state compliant personnel policies, represents companies in administrative investigations, and offers real-time counsel for navigating personnel concerns. Tessa lends unique insight from her significant experience serving as external general counsel for a client.

As a litigator, Tessa regularly defends clients against administrative charges and lawsuits alleging claims of discrimination, harassment, and even fair housing violations. Tessa also has significant
experience defending against class and collective wage and hour claims under the Fair Labor Standards Act and state laws. She assists companies with both defending and prosecuting non-competition and trade secret claims.

Tessa is a member of the firm’s Wage and Hour and Non-compete Teams. Her clients range from nonprofits to Fortune 500 companies and from local family businesses to large international companies.

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