Overview:

The Equal Employment Opportunity Commission (EEOC) continues to identify workplace harassment as a significant and pervasive issue. To clarify employer accountability in harassment cases, the EEOC has recently issued updated enforcement guidance. This new direction extends beyond conventional sexual harassment scenarios to encompass various forms of workplace misconduct, including racial harassment and harassment based on sexual orientation. Notably, the guidance provides unprecedented detail regarding the Commission's expectations for effective harassment prevention policies and training programs.

LEARNING OBJECTIVES:

• Analyze the EEOC's framework for determining employer liability in both quid pro quo harassment and hostile work environment situations, including the definition of supervisory authority

• Define the legal elements constituting quid pro quo harassment

• Identify the components that establish a hostile work environment under EEOC standards

• Understand employer responsibilities when harassment allegations involve third parties, including customers or clients

AREA COVERED:

• Determining when employee actions qualify as legally protected activity

• The EEOC's updated methodology for evaluating retaliation claims

• Best practices for conducting thorough harassment investigations

• Essential components of harassment policies and training programs according to EEOC standards

• Proper documentation procedures for harassment investigations

WHY SHOULD YOU ATTEND:

An organization's response to harassment allegations significantly impacts both legal vulnerability and potential liability. As employees become increasingly aware of their workplace rights, they more frequently identify and report harassing behavior. The EEOC will meticulously examine how employers investigate these claims, assessing both the seriousness of the response and its appropriateness. This session provides critical insight into the standards the EEOC will apply when evaluating your organization's handling of harassment complaints.

WHO WILL BENEFIT?

• Human Resources Professionals

• Risk Management Specialists

• Human Resources Generalists

• Compliance Officers

• Employment Law Attorneys

• Organizational Training and Development Staff

• Managers and Supervisors with employee relations responsibilities