HR Master Class: New Responsibilities for Stopping Harassment & Discrimination
Your boring check-the-box training and slow investigation processes aren't going to cut it anymore.
As the fight for fair and equitable treatment takes center stage again in America, the spotlight reaches its light to the workplace. Are your managers and employees up to date on the expanding definitions of harassment and discrimination? Is your business prepared for an allegation – or worse, a lawsuit?
Now’s the time to prioritize reviewing and updating policies to ensure your workplace (virtual and physical) is a safe and fair environment for everyone in this detailed overview of how new laws, politics and the pandemic have shifted the who, what and how of discrimination and harassment.
▶ Understand the new ways to discriminate
From the Supreme Court expanding who can allege sex discrimination, to states and municipalities creating more protected classes, learn the new rules and how they apply to your workplace.
▶ Shake your managers out of complacency
Update your old, boring and outdated training materials and investigation methods to reflect today’s realities, including telework and online harassment.
▶ Learn the cornerstones of an effective policy
See why mandatory bystander reporting must be the cornerstone of your harassment and discrimination program.
Agenda for the HR Master Class:
- Who can and who cannot sue for discrimination and harassment. The list may surprise you. Sexual orientation, gender identity, transgender status, discrimination based on COVID-19 vulnerability, familial responsibility for online education and other new protected classifications mean big changes.
- Auditing your current policies. Walk through your current anti-discrimination and harassment policies with an eye to revising or eliminating problem policies and adding new ones.
- Investigation do's and don'ts. Step through a discrimination and harassment investigation to identify weaknesses and flaws as well as what’s working. Compare using your own staff and outsourcing.
- Updating training methods. See what training methods and materials are outdated and ineffective – and crucially, learn what has to be changed immediately. Hint: Live training is best but Zoom and other virtual meetings may have to do.
- Requiring bystander reporting. Learn why it’s absolutely crucial to require bystander reporting of all suspected discrimination and harassment, whether the victim cooperates or refuses to.
- Stopping telework harassment. If you thought sending most of your workforce home to telework would end harassment – think again. There are actually more ways to harass now. Find out how to police teleworkers so they’re not harassed or harassing.
Get your copy of the HR Master Class now!
Sincerely,
Pat DiDomenico, Editorial Director
HR Specialist
P.S. Your satisfaction is unconditionally guaranteed. If the HR Master Class fails to meet your needs, we will refund every penny you paid – no hassles, no questions asked.
HR Master Class
About Your Speaker:
Anniken Davenport is a noted employment law attorney and editor of HR Specialist: Employment Law. She has authored several books, including Bullet-Proof Your Employee Handbook and Overtime & Other Tricky Pay Issues, published by HR Specialist. She is the co-author of the upcoming Labor & Employment Law for the 21st Century by Prentice Hall. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College. Her legal career includes representing government units in discrimination and other employment law cases and representing school districts in labor negotiations.
Credit Hours:
The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
This program is valid for 1.25 PDCs for the SHRM-CP® or SHRM-SCP®.