How to Comply with EEOC Harassment Guidance
Employment discrimination cases don’t all look the same.
When you think of workplace harassment, sex- or race-based cases might come to mind. But the EEOC enforces laws against harassment across a wider spectrum, including color, sexual orientation, religion, gender identity, pregnancy, disability, genetic information, and age.
The EEOC completely overhauled its harassment enforcement guidance in 2024, marking the first major update in decades. These updated guidelines provide a framework for investigators and lawyers, but they also serve as a critical resource for employers. Failing to follow these guidelines puts your organization at serious risk.
On January 30, join experts Karen Morinelli and Lara Peppard and learn how to navigate the EEOC’s guidelines, update your policies, and avoid catching the EEOC’s attention.
Webinar Agenda
- Understanding workplace harassment. Understand the EEOC’s comprehensive guidance on workplace harassment, along with what does and doesn’t qualify.
- The evolving nature of harassment claims. See how harassment claims have changed, particularly with growing protections for sexual orientation and gender identity.
- Best practices for prevention. From training managers and supervisors to encouraging bystander reporting, put the tools in place to stop harassment before a complaint comes in.
- Tools of enforcement. Learn how to implement tools like snap inspections and bystander training to catch misbehavior before legal problems arise.
- Handling difficult harassment cases. Address difficult harassment claims like when it comes from customers, patients, or clients, or when it takes place in a digital space.
- Making systemic changes. Correct issues of systemic harassment, especially in workplaces where minorities have minimal representation and power.
In this interactive online training, you will learn:
- How to analyze the three components of a harassment claim to evaluate whether harassment violates federal EEO law and the EEOC’s guidance.
- What you can and cannot do to protect against harassment liability depending on who is doing the harassing and how easy you make reporting and fixing it.
- How the EEOC’s radical revisions to its harassment guidance affect you as an employer.
Get answers to YOUR questions from presenters…
Karen Morinelli is the Office Managing Shareholder of Ogletree’s Tampa office. As a former General Counsel and Vice President of Human Resources, she brings a strong business perspective to both client relations and in her approach to manage client issues.
Lara Peppard advises and defends private- and public-sector employers in labor and employment-related matters, including discrimination, retaliation, harassment, wage-and-hour issues, whistleblowing, reductions in force, and restrictive covenants. Lara also regularly conducts workplace investigations.
Registration bonuses included:
Everyone who registers will receive a copy of our white paper, EEOC Compliance. Learn how to stay compliant with EEOC guidelines, address complaints, and most important, what policies will prevent cases from arising in the first place. With this white paper, we'll cover general guidelines, hiring, terminations, hostile work environments, and more.
You'll also receive one month of exclusive access to The HR Weekly – our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then current rate, unless you tell us "no, thanks" – your choice.
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If How to Comply with EEOC Harassment Guidance fails to meet your needs in any way, we will refund 100% of your tuition – every penny you paid – but your course materials and registration bonuses will be yours to keep. No hassles, no questions asked.
Professional Recertification Credit Hours Included
Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.
This Program has been pre-approved for 1.25 HR (General) credit hours toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).