The EEOC says harassment remains a major workplace problem, and it issued guidance to clarify when employers are liable. This 90-minute webinar on EEOC harassment guidance explains what that means for how you handle claims.
The guidance goes well beyond typical sexual harassment claims to cover racial harassment, sexual orientation harassment and more. It also sets out in detail what the EEOC wants to see in your harassment policies and training programs.
You'll learn the EEOC's approach to liability for quid pro quo harassment and hostile work environments, who counts as a supervisor, obligations when the harasser is a customer, protected activity and retaliation, and how to investigate and document claims properly.
WHY SHOULD YOU ATTEND?
How you handle a harassment claim can decide whether you face a lawsuit and whether your company is held liable. Employees know their rights, and the EEOC will review your investigation to see whether you took the claim seriously and how you responded.
The session suits HR professionals and generalists and risk managers.
AREA COVERED
- When an employee has engaged in protected activity
- The EEOC's approach to retaliation claims
- Employer liability for quid pro quo harassment and hostile work environments
- Who the EEOC considers a supervisor
- Employer obligations when the alleged harasser is a customer
- Tips for conducting a proper investigation
- What the EEOC wants to see in your policies and harassment training
- Documenting a harassment investigation
LEARNING OBJECTIVES
- Explain the EEOC's approach to employer liability and who counts as a supervisor
- Define quid pro quo harassment and hostile work environment
- Meet your obligations when the alleged harasser is a customer
- Recognize protected activity and avoid retaliation
- Conduct and document a proper harassment investigation
- Align your policies and training with EEOC expectations
WHO WILL BENEFIT?
- Human Resource professionals
- Risks managers
- Human resource generalists
How you handle a harassment claim can decide whether you face a lawsuit and whether your company is held liable. Employees know their rights, and the EEOC will review your investigation to see whether you took the claim seriously and how you responded.
The session suits HR professionals and generalists and risk managers.
- When an employee has engaged in protected activity
- The EEOC's approach to retaliation claims
- Employer liability for quid pro quo harassment and hostile work environments
- Who the EEOC considers a supervisor
- Employer obligations when the alleged harasser is a customer
- Tips for conducting a proper investigation
- What the EEOC wants to see in your policies and harassment training
- Documenting a harassment investigation
- Explain the EEOC's approach to employer liability and who counts as a supervisor
- Define quid pro quo harassment and hostile work environment
- Meet your obligations when the alleged harasser is a customer
- Recognize protected activity and avoid retaliation
- Conduct and document a proper harassment investigation
- Align your policies and training with EEOC expectations
- Human Resource professionals
- Risks managers
- Human resource generalists