EOC Reporting & Guidance on Harassment Claims

2018 EEOC Guidance on Harassment Claims
30 Jul 2018
- 01:00 PM to 03:00 PM EST
90 Minutes

How do you know what your employer is supposed to do to prevent employment harassment? Is there anything you can do to show employers what they should be doing without filing a complaint? The new EEOC proposed guidance is a good place to start.

2018 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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30 Jul 2018 - 01:00 PM to 03:00 PM
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2018 EEOC Guidance on Harassment Claims
Overview: -Are You Affected by an EEOC Lawsuit or Settlement?
The EEOC currently has a number of on-going lawsuits and settlements of lawsuits. For Example;
  1. Bass Pro - Failure to hire African-Americans and Hispanics/Latinos.
  2. Texas Roadhouse - Failure to hire people age 40 and older for front of house positions.
  3. EEOC v. Lowe's Home Centers, Inc., or Lowe's HIW - Termination for exceeding the maximum amount of leave available.
  4. Federal Express Ground Package System, Inc.- Discrimination against current and former deaf and hard-of-hearing Package Handlers and applicants for the Package Handler position.
  5. Performance Food Group - Failure to hire women at their Broadline distribution facilities.
  6. USPS - settlement, federal sector employees only
    Disability discrimination against employees in permanent rehabilitation positions.
  7. Mavis Discount Tire - Failure to hire women for a number of job categories.
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.
Objectives of the Presentation
  • Understanding the EEOC's approach regarding employer liability for quid pro quo harassment and hostile working environments - who does the EEOC, consider as a supervisor?
  • 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
  • New EEOC approach to retaliation claims
  • Tips in conducting a proper investigation
  • What the EEOC wants to see in your policies and harassment training
  • Proper documentation of an harassment investigation
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.
In this session, expert speaker Susan Desmond will help you to explain the significant changes the EEOC recently made to the EEO-1 survey, its impact on businesses, and what you can do now to prepare.This webinar will walk you through step by step of what you need to do to ensure compliance.
Why You Should Attend:
You will learn about the most recent information available regarding annual government EEO-1 reporting for 2018 Get clarity on the new EEO-1 reporting requirements and ensure accurate, timely filing. You will be provided resources and best practices in migrating from current EEO-1 requirements to the new EEO-1 Form and additional requirements

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

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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