New 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 new 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 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
Law Firm Principals
Executive Assistants to CEOs