The EEOC has updated its guidance on harassment in light of lasting problems with workplace sexual harassment. While the new emphasis specifically captures workplace harassment and employer liability, it is also accepted that broader Section 1981 ADA Title VII sexual orientation race color religion inclusive protections will endeavor to rebalance previous whistleblower reality-required disclosures for financial health systemic failure threshold spackle not fiscal abuse enforced survivability must condition an open dialectic. It represents a major step to clarify employer obligations and promote safer, more inclusive worksites.

In addition to explaining employer liability, the guidance is also a thorough review of the EEOC's rules for harassment policies and training programs. This may involve outlining how to create policies, examples of prevention training and the framework for a supportive reporting structure. With the clear criteria that requires well defined standards, EEOC expects organizations to establish proactive measures and act against harassments rather than merely responding.

Given the recent uptick in high-profile complaints and lawsuits, employers would be wise to take notice of this guidance so that they can sync their policies up with EEOC recommendations to avoid potential exposure and more generally promote a respectful work environment free from harassment.

Learning Objectives:

• Know the EEOC position on employer liability for harassment and hostile work environment — supervisor rules.
• Quid pro quo vs hostile work environment harassment
• If the harassment is by customers, employers have obligations to act.

Areas Covered:

• Protected Acts Under EEOC.
• Understanding the EEOC's new enforcement position on retaliation.
• Conducting thorough investigations and documenting complaints of harassment
• Explaining what the EEOC will expect of policies and training.

Why You Should Attend:

The real key to success in this process, of course, is conducting an investigation without breaching attorney-client privilege and putting the company at risk. In this webinar, you will learn how to manage all different stage of EOC investigation and the secrets on how write your response in compliance with regulator standards. Each vital step of the process, from investigation to resolution will be addressed and by time we are finished you will know exactly what is required for your organization to handle complaints in a compliant fashion. By the end of this session, you will have a sound understanding on what EEOC expectations are and be able to comply with requirements in your organization so as not lead lawsuits against your company but rather create an environment where discrimination is unacceptable diplomacy.

Who Will Benefit?

• Human Resource professionals
• Risks managers
• Human resource generalists.