How to Comply with New EEOC Harassment Guidance
EEOC has new harassment guidance — and it includes sexual orientation and gender identity.
In this interactive online training, you will discover:
- How to analyze the three components of a harassment claim to evaluate whether harassment violates federal EEO law and the EEOC’s new 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.
35% of the charges of employment discrimination received by the Equal Employment Opportunity Commission include an allegation of harassment based on race; sex, including sexual orientation and gender identity; or another protected characteristic.
When you hear the word “harassment” in the workplace, cases involving sex or race often come to mind. But the EEOC also enforces laws prohibiting work-related harassment based on color, religion, disability, genetic information, and age. It’s rampant enough of an issue that the commission has completely revamped its harassment enforcement guidance.
This is the first significant change to how EEOC investigators are supposed to approach and investigate harassment complaints since the turn of the century. While it’s designed for EEOC investigators and lawyers to follow, employers would be wise to follow the guidelines. Ignore them at your own risk.
Attend this webinar on Wednesday, April 3, to learn the details of the new guidelines, how they affect your workplace, and how to comply and avoid litigation.
Webinar Agenda
- Legal standards and employer liability applicable to harassment claims under the federal employment discrimination laws enforced by the EEOC, including the impact on employers of the new EEOC enforcement guidance on harassment.
- How harassment claims have changed since the Supreme Court decided that sex discrimination includes discrimination based on sexual orientation and gender identity.
- How to ensure all managers and supervisors understand their responsibilities, including how to handle discrimination and harassment they witness. The EEOC increasingly is expecting employers to encourage bystander reporting as a component of preventing and stopping harassment.
- Reining in all hostility and harassment, whether it is aimed at your employees, customers or clients, and regardless of where the harassment is coming from.
- Why the most difficult harassment cases involve behavior from customers, patients or clients, and what steps you can reasonably take.
- Hear examples of harassment, including emerging issues such as virtual or online harassment. Even off-duty social media posts can trigger an employer’s harassment liability when they are shared and discussed at work.
- How to correct issues of systemic harassment — and why you should never punish employees who bring it to light.
Get answers to YOUR questions from presenter…
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.
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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