Educational organizations will benefit from increased knowledge about workplace harassment laws, and prevention and intervention strategies to diminish harassment on their campus. This webinar will outline a list of prevention and intervention strategies, distinguish between psychological harassment and illegal harassment, and detail the results of EEOC study on harassment and what it means for all workplaces.
Do you keep up to date on laws that impact your employees and students?
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?
Are you current about the ADAAA 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 program will clarify the realities, myths and misconceptions around these sensitive and complex issues.
Why Should You Attend:
Are you current?Do you keep up to date on laws that impact your employees and students?
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?
Are you current about the ADAAA 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 program will clarify the realities, myths and misconceptions around these sensitive and complex issues.
Areas Covered in the Webinar:
- To define sexual and other protected class harassment as it relates to federal and state laws
- To discuss bullying
- To identify the effects of harassment and bullying on the victim, the work unit, the organization, the harasser
- To discuss new discrimination and harassment court decisions
- To discuss the Affirmative Defense (AD) and your responsibility to reduce liability via AD
- To explore the relationship between bullying and protected class harassment
- To explore HR and management’s legal and ethical responsibilities in prevention and intervention of bullying and harassment
- To identify steps to take if you are harassed or bullied
- To discuss training requirements
- To list prevention strategies
Who Will Benefit:
- Human resources in all educational facilities
- Deans
- University vice presidents
- Senior leadership
- Faculty
Course Provider
Dr. Susan Strauss,
