Oakland , CA 94607 Location map
Alameda County Training and Conference Center
HR Training: PREVENTING AND INVESTIGATING WORKPLACE SEXUAL HARASSMENT COMPLAINTS
Jane Kow, Esq. of HR Law Consultants Presents:
PREVENTING AND INVESTIGATING WORKPLACE SEXUAL HARASSMENT COMPLAINTS
THURSDAY, SEPTEMBER 26, 2013 - 9:30 a.m. – 4:30 p.m.
Alameda County Training and Conference Center | 125 Twelfth Street – 4th Floor | Oakland, CA
California employers with 50 or more employees are required to provide sexual harassment training for supervisors. Employers must also conduct prompt, thorough and objective investigations into all complaints of discrimination and harassment. Is your company in compliance?
This two-part interactive PowerPoint based training program is presented by a seasoned employment lawyer, workplace investigator, and human resources consultant with a wealth of experience advising, defending, investigating and training companies about workplace discrimination and harassment complaints. This program is designed to provide in-house counsel, human resources, employee and labor relations professionals, managers and EEO investigators with the tools necessary to effectively address, prevent, investigate and resolve workplace harassment and discrimination complaints with a focus on sexual harassment.
9:30 a.m. – 10:00 a.m. Registration, Coffee, and Networking
10:00 a.m. – 12:00 noon Part I – Preventing and Addressing Workplace Sexual Harassment
12:00 noon – 1:00 p.m. Lunch (on your own)
1:00 p.m. – 4:30 p.m. Part II – A Step by Step Guide to Conducting Effective Workplace Investigations
9:30 a.m. – 10:00 a.m. REGISTRATION
10:00 a.m. – 12:00 noon PREVENTING AND ADDRESSING WORKPLACE SEXUAL HARASSMENT
California’s sexual harassment prevention training law (AB 1825), requires companies with 50 or more employees to provide supervisors with two hours of training every two years and within six months of their promotion to supervisor status. This interactive training program is designed to help supervisors, managers and HR professionals understand their responsibility to address and prevent sexual harassment in the workplace, as well as their company’s obligations to investigate and take corrective action. Using examples drawn from actual cases, film and video clips, this class will provide examples of prohibited workplace conduct, the victim’s remedies, and steps that companies must take to respond to harassment complaints.
Attendees will receive a certificate upon completion of this training as documentation that they have complied with CA law and will learn:
- How to identify, address and prevent sexual and other forms of workplace harassment (under existing and new laws)
- Which laws protect against discrimination and harassment in the workplace based on an employee’s protected characteristics
- How sexual harassment is defined by law and how to recognize visual, verbal, written and physical conduct that would violate the law
- How employees’ comments posted on social networking sites (on Facebook, Twitter, and other sites) could lead to harassment lawsuits
- How gender based stereotyping and unequal pay based on gender can lead to harassment and discrimination lawsuits
- How supervisors must respond, including reporting and documenting all complaints, even when they are the subject of the complaint
- How to prevent “retaliation” claims filed after a harassment complaint or investigation (the #1 filed claim with the EEOC today)
- What are the employer’s obligations and the victim’s remedies
12:00 p.m. – 1:00 p.m. LUNCH (ON YOUR OWN)
1:00 p.m. - 4:30 p.m. CONDUCTING EFFECTIVE WORKPLACE INVESTIGATIONS
This interactive session provides a comprehensive, step-by-step guide for human resources professionals, managers and EEO investigators on how to effectively address, investigate and resolve workplace harassment and discrimination complaints to minimize the risk of lawsuits. Using examples drawn from real workplace scenarios and case law, this program will provide participants with the tools they need to conduct a prompt, thorough and objective investigation and help them develop techniques to overcome common mistakes and typical roadblocks encountered. This program will provide a set of best practices on how to question the reluctant complainant and difficult witnesses, obtain useful information from all parties, while maintaining confidentiality. A review of recent court cases that address whether the subject of the investigation and witnesses can be told to keep the investigation confidential, and how to determine whether the information is protected by attorney-client privilege or attorney-work product when the investigator is acting under the direction of the company’s legal counsel.
Participants will learn how to:
- Maintain the role as the objective fact finder and ensure that both the complainant and alleged harasser understand your role
- Set clear objectives at the outset by identifying the scope of the investigation, key witnesses to be interviewed and evidence to gathered
- Clearly define the scope of the investigation, even where there is a “mixed motive” for the employer’s actions (following the CA Supreme Court’s recent decision in Harris v. City of Santa Monica)
- Understand whether the parties and witnesses can be instructed to maintain confidentiality under recent NLRB decisions, and the scope and limits of the attorney-client privilege and attorney-work product doctrines protecting information gathered during the investigation
- Develop a set of best practices and techniques to overcome common mistakes and roadblocks in an investigation
- Effectively interview the complainant, the alleged harasser as well as third parties with knowledge of the underlying facts by framing questions that will overcome resistance and put them at ease while obtaining essential information
- Organize the information gathered, analyze the key factual findings, assess conflicting witnesses’ accounts and weigh their credibility in an objective manner to reach a conclusion on the merits of the complaint
- Prepare a thorough and objective written summary report of the investigation
Handouts will include an essential toolkit of checklists and guidelines, including:
- Copies of the PowerPoint presentation, outline and checklist on conducting an effective and thorough investigation and prepare a written report
- Guidelines on how to discuss the investigation with the parties and witnesses without disclosing confidential information
- “Top 10 Employer Mistakes When Investigating Employee Complaints: How To Avoid Putting Your Company At Risk” by Jane Kow, Esq.
WHO SHOULD ATTEND
In-house legal counsel, human resources and employee and labor relations professionals, managers, EEO investigators and risk management professionals
REGISTRATION & FEE
Early bird discount rate – register by August 1, 2013:
Full day (Part I and II): $300
Half Day (Part I or II): $150
Registration received August 1, 2013 and later:
Full day (Part I and II): $350
Half Day (Part I or II): $175
- For registration of 2 or more participants from one company.
- For attendees of past events sponsored by Jane Kow/Jane Kow & Associates/HR Law Consultants.
HRCI GENERAL CREDIT FOR HR PROFESSIONALS
Applications are pending for approval of continuing education HRCI credit for human resources professionals and registrants will be notified upon receipt of credit approval.
There may be many networking opportunities at the HR Training: PREVENTING AND INVESTIGATING WORKPLACE SEXUAL HARASSMENT COMPLAINTS. Find out more in the event details below.
Please contact Jane Kow at HR Law Consultants for more information. http://www.seatradecruiseglobal.com/sponsorship-opportunities
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