New EEOC Guidance on Harassment Claims
21 Jun 2017
- 03:30 AM to 05:00 AM EST
90 Minutes

New EEOC Guidance on Harassment Claims

New EEOC Guidance on Harassment Claims

Susan Fahey Desmond is a Principal in the New Orleans, Louisiana, office of Jackson Lewis P.C. She maintains an active practice in both Louisiana and Mississippi.

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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 new EEOC focus on Harassment Claims and how to handle harassment charges

Session Highlights
 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

Learning Objectives
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 saavy 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?

Who Should book
 Human Resource Managers
 HR Coordinators, Directors and Generalists
 Risk Managers
 In-house Counsel
 Executive Administrators
 Law Firm Principals
 Operations Managers
 Executive Assistants to CEOs
 Executive Directors

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