Recognizing and Preventing Workplace Harassment

WEBINAR

Wednesday, June 24 • 1:00 p.m. (Eastern)

Harassment’s hard to stop unless you have a plan

Harassment in all its forms—sexual, racial, ableist, religious—is endemic in the workplace. And it’s never been riskier for employers to ignore harassment. In fact, some of your supervisors and managers probably remain fixated on sexual harassment alone, forgetting that harassment based on any protected classification is illegal employment discrimination.

To avoid liability—and all the negative press associated with even the allegation that your company tolerates any form of harassment—you need to know how to recognize it. Only then can you work towards preventing it and stopping it dead in its tracks if it does happen.

On June 24, join employment lawyer Anniken Davenport as she walks you through each form of harassment using specific examples of what constitutes harassment based on sex, gender identity, disability, genetic information, pregnancy, race, national origin, age and more.

Learn why bystander reporting is an essential prevention tool and exactly what your harassment training must include. Then discover the steps you need to take to stop harassment if it does happen, before things escalate into a lawsuit and a potential runaway jury award.

WEBINAR AGENDA:

Old-school sexual harassment. Review the original form of harassment and the Supreme Court’s roadmap for prevention using a strong policy, company-wide education and strict enforcement.
Religious harassment. Learn why this is the fastest-growing form of harassment and what agencies like the EEOC are doing to fight it.
Harassment based on age. The generation divide is alive and well, and younger workers aren’t holding back on criticism aimed at boomers and Gen X, creating hostile work environments.
Gender-identity harassment. Understand where we stand on harassment aimed at those who don’t conform to majority views on gender, sex and gender identity.
Race and national-origin harassment. Understand the increasingly fractured and divided workplace, where people with both minority and majority racial and national-origin characteristics can experience harassment at the same time.
Crafting a solid anti-harassment policy. Walk away with a comprehensive anti-harassment policy designed to prevent and quickly identify any harassment in your workplace.
Bystander reporting. Learn why requiring bystander reporting is the best way to prevent harassment at all levels, from the factory floor to the boardroom.
Investigations. Understand why any harassment accusation requires an immediate investigation and why it’s best to outsource it.

✔ Learn exactly what harassment is and how to prevent it.

✔ Draft an effective policy that prevents harassment, encourages reporting and keeps you out of court.

✔ Master the harassment investigation from beginning to completion.

PRESENTED BY:

Anniken Davenport is a noted employment law attorney and the legal analyst and senior editor of HR Employment Law Advisor. She has authored several books, including the Employer’s Practical Legal Guide. 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.

REGISTRATION BONUSES:

Everyone who signs up will receive a copy of Employee Handbook Essentials. Whether you’re starting from scratch or simply updating your handbook, this white paper will walk you through a foolproof process and provide you with 20 customizable sample policies. Take the guesswork out of one of the most important documents for your organization.

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.

RECERTIFICATION CREDITS:

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®).

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