How to Minimize Your Organization’s Liability: Stay Current on Discrimination and Harassment Case Law

  EVENT DATE

May 03, 2017

  PRESENTER(s)

Dr. Susan Strauss

  1:00 PM ET | 12:00 PM CT | 10:00 AM PT | 120 Minutes




This program has been approved for 2.0 PDCs toward SHRM certification hours.
The program is pre-approved for 2 credit hour under HRCI

DESCRIPTION



Are you up to date with the discrimination and harassment case laws? It is almost impossible for managers and HR professionals to stay current in the ever-evolving civil rights case law due to their busy workload.

As a result, discrimination and harassment may go unrecognized and allowed to continue creating a hostile work environment for employees resulting in absenteeism, turnover, loss of productivity and physical and emotional health consequences to the target and witnesses of the abuse.

During this webinar, our speaker will take you step by step:

  • To discuss the recent results of EEOC Study on Harassment and what it means for all workplaces
  • To review the 2017 EEOC Proposed Harassment Enforcement Guidelines
  • To define protected class harassment as it relates to federal and state laws
  • To explore the relationship between bullying and protected class harassment
  • To identify the effects of harassment and bullying on the victim, the work unit, & the organization
  • To breakdown new discrimination & harassment court decisions
  • To discuss the Affirmative Defense (AD) & your responsibility to reduce liability via AD
  • To outline Human Resources (HR) & management’s legal and ethical responsibilities in prevention and intervention of harassment
  • To identify steps to take if you are harassed or bullied
  • To discuss training requirements that actually impact the work environment
  • To list prevention strategies

Learning Benefits:

  • To examine the new case law related to discrimination and harassment
  • To discuss the implications the new case law has on all organizations
  • To list the responsibilities of HR in meeting the new requirements required by new case law
  • To explore why it is important for HR and managers to be able to differentiate between workplace bullying and illegal harassment and discrimination
  • To identify the state, municipal, and federal protected classes that most HR and managers are not able to identify
  • To list specific prevention strategies that all organizations should implement to minimize liability, create a healthy and respectful work climate, and protect employees from a violation of their civil rights
  • To analyze the affirmative defense and its implications to diminish organization liability for supervisor to employee harassment
  • Review of the legal elements of discrimination and harassment law
  • List of protected classes (for example, in MN there are 15 including state and federal laws)
  • Specific requirements for compliance with GINA, ADAAA, and the PDA with discussion of recent legal cases for each
  • In depth discussion of the need for “accommodations” for ADA, religion, and pregnancy
  • Steps for the Interactive Process to provide an accommodation
  • Discussion of the nexus of bullying and harassment
  • What these changes in case law mean for employers
  • Training and policy requirements

Who will benefit:

  • Human Resources professionals
  • Supervisors, team leads, managers, directors, vice presidents
  • Attorneys
  • Risk managers



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