You have been in Human Resources or management for years. Your plate is full—too much to do and know in your increasingly stressful job. You are expected to stay current in discrimination and harassment case law for all the federal and state protected classes. Are you current? It seems like an unending responsibility. You remember hearing something in the news about a change in the pregnancy law, but can’t remember what it was. You know that the American Disabilities Act and Title VII have expanded with something called an accommodation meeting, but what does that require? You heard that a company was required to pay a plaintiff an additional $1,000,000 because the company didn’t do harassment training—could that be true? You have a company wellness program and have heard that employees are suing for discrimination based on the incentives offered for those who take part in the program. And it still isn’t clear as to whether you can personally be sued for the misconduct.
The EEOC has settled its first sexual orientation lawsuit. Transgender employees are protected by Title VII. It’s not just sexual harassment anymore, but harassment of all protected classes that creates new challenges and responsibilities for organizations. The new 2016 EEOC study on Harassment shows harassment is still a big problem in America’s workplaces. The EEOC study found that workplace training programs focuses too much on liability and not on prevention, and are inadequate in altering behavior, and are not accompanied by other prevention strategies within the workplace! Your Wellness programs are under new laws regarding GINA and the ADAAA. Are you current about the ADAA and its legal requirement to provide accommodations? What about the changes to the ADEA? How does GINA impact your workplace? Then, let’s add the whole issue of bullying and how that impacts absenteeism and turnover. Often the bully or harasser is not held accountable and the misconduct continues resulting in poor morale, costly lawsuits, and a drop in productivity. Retaliation complaints are now the most common complaint going to the EEOC. The term harassment is a phrase that has legal meaning but in popular culture has become such a catchall that confusion abounds as to its actual premise. The term bullying is misunderstood and unrecognized by the target, management, and HR. This EEOC compliance training program will clarify the realities, myths and misconceptions around these sensitive and complex issues.
Why Should You Attend:
It is almost impossible for managers and HR professionals to stay current in the ever evolving civil rights case law due to their busy workload. As a result, discrimination and harassment may go unrecognized and allowed to continue creating a hostile work environment for employees resulting in absenteeism, turnover, loss of productivity and physical and emotional health consequences to the target and witnesses of the abuse. Failure of managers and HR professionals to recognize discrimination and harassment creates liability for the organization and costly lawsuits.
Areas Covered in this Webinar:
During this workplace harassment training you will learn –
To examine the new case law related to discrimination and harassment
To discuss the implications the new case law has on all organizations
To list the responsibilities of HR in meeting the new requirements required by new case law
To explore why it is important for HR and managers to be able to differentiate between workplace bullying and illegal harassment and discrimination
To identify the state, municipal, and federal protected classes that most HR and managers are not able to identify
To list specific prevention strategies that all organizations should implement to minimize liability, create a healthy and respectful work climate, and protect employees from a violation of their civil rights
To analyze the affirmative defense and its implications to diminish organization liability for supervisor to employee harassment.
Review of the legal elements of discrimination and harassment law
List of protected classes (for example, in MN there are 15 including state and federal laws)
Specific requirements for compliance with GINA, ADAAA, and the PDA with discussion of recent legal cases for each
In depth discussion of the need for “accommodations” for ADA, religion, and pregnancy
Steps of an Accommodation Meeting and follow-up
Discussion of the nexus of bullying and harassment
What these changes in case law mean for employers
Training and policy requirements
To review protected class discrimination and harassment
To discuss new discrimination & harassment court decisions
To update information on new discrimination & harassment court decisions related to GINA, ADAAA, Pregnancy, and Title VII
To discuss the Affirmative Defense (AD) & your responsibility to reduce liability via AD
To differentiate between bullying and protected class harassment
To explore HR & management’s legal and ethical responsibilities in prevention and intervention of bullying and harassment
To describe the legal requirement of conducting an Accommodation Meeting
To explore the relationship between bullying and protected class harassment
To review the EEOC’s 2016 study findings on what employers should be doing – and aren’t - to prevent harassment
To discuss training requirement outlined by the EEOC’s recent study
Who Will Benefit:
Risk Management Directors
Employers and Business owners
Human Resources Specialists and managers
All supervisors, managers and senior leaders
Dr. Susan Strauss RN Ed.D., has worked as a registered nurse (RN) in a variety of nursing specialties. She has also been the director of healthcare quality improvement, director of education and development, and held other healthcare leadership roles.
One of Dr. Strauss’s areas of expertise is with bullying and harassment in healthcare- working as an expert witness for lawsuits, training, and conducting investigations. She researched physician abuse to RNs in the OR to determine if the abuse varied based on the gender of the nurse.
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