2018 EEOC Guidance on Harassment Claims
Costco recently got hit with a $250,000 sexual harassment verdict. One might think what is the big deal? The twist in the Costco case is that Costco was found liable for sexual harassment that arose from not one of its own employees – but a customer! Dealing with sexual harassment claims is one of the most daunting tasks employers face. It is even more daunting when the employer has to address those who are responsible for the company being in existence – its customers. Now, the Equal Employment Opportunity Commission has recently issued new guidelines that set forth new ways in which the EEOC will investigate sexual harassment claims.
Join expert Susan Desmond who will give a complete overview on the 2018 EEOC focus on Harassment Claims and how to handle harassment charges.
- Understanding employer liability for quid pro quo harassment and hostile working environments
- Defining quid pro quo harassment
- Defining hostile working environment
- Employer obligations when the alleged harasser is a customer
- Defining when an employee has engaged in protected activity
- The new EEOC approach to retaliation claims
- Tips on conducting a proper investigation
- Proper documentation of a harassment investigation
While it has been known that harassment based on a protected class is a violation of the law, harassment claims still top the list of charges filed with the EEOC and generates a lot of litigation. Employees are becoming savy about using the term “harassment.” But what does it really mean and when are you obligated to investigate. Are you conducting your investigation in the best way to put your company in the best posture in the event of litigation? What should your policy say?
Why Should you Attend
According to the EEOC, harassment continues to be a huge problem in the workplace. In an effort to clear up confusion as to when employers should be held liable for workplace harassment, the EEOC recently issued new guidance. The guidance addresses so much more than the run of the mill sexual harassment claims - it includes racial harassment, sexual orientation harassment, and so much more! For the first time, the EEOC also gives us an in-depth discussion of what it is looking for in your harassment policies and your harassment training programs.
Who will Benefit
- Human Resource professionals
- Risks managers
- Human resource generalists
What You Get
- Training Materials
- Live Q&A Session with the Speaker
- Participation Certificate
- Earn 100 Loyalty points with every booking. You can redeem one live webinar with 300 loyalty points.
At the Q&A session following the live event, ask a question and get a direct response from our expert speaker
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