Instructor :
Dr. Susan Strauss

Webinar ID:
15272

In a recent case, a court in Louisiana found a winking smiley face, coupled with comments about a colleague’s appearance, to be flirtatious and offensive.

• But does it cross the line into illegality?
• Is uttering the N-word even once severe enough to warrant a court case?

As seasoned professionals in Human Resources or management, you’re familiar with traditional harassment issues, but the landscape is evolving rapidly.

Are you keeping up? With an ever-growing workload, staying current with discrimination and harassment case law for both federal and state protected classes can feel overwhelming.

Do you recall the recent changes in pregnancy law?

Are you aware of the expansions in the American Disability Act, including the requirements for an accommodation meeting?

There have been cases where companies faced hefty penalties, sometimes up to $1,000,000, for failing to conduct harassment training. The #MeToo movement continues to influence workplace dynamics significantly.

Concerns extend to company wellness programs, with lawsuits emerging over discrimination based on the incentives offered. The ambiguity around personal liability for misconduct remains. The EEOC has highlighted that existing workplace prevention strategies are insufficient, as harassment complaints continue to rise.

A notable development in the EEOC’s 2023 proposed guidance is the acknowledgment that harassment outside the workplace, including through text messages, e-mails, phone calls, social media, and even stalking, can create a hostile work environment.

Furthermore, the EEOC is addressing systemic harassment and has initiated its first lawsuit involving AI and employment discrimination in hiring practices.

Join Now!

In a recent case, a court in Louisiana found a winking smiley face, coupled with comments about a colleague’s appearance, to be flirtatious and offensive.

• But does it cross the line into illegality?
• Is uttering the N-word even once severe enough to warrant a court case?

As seasoned professionals in Human Resources or management, you’re familiar with traditional harassment issues, but the landscape is evolving rapidly.

Are you keeping up? With an ever-growing workload, staying current with discrimination and harassment case law for both federal and state protected classes can feel overwhelming.

Do you recall the recent changes in pregnancy law?

Are you aware of the expansions in the American Disability Act, including the requirements for an accommodation meeting?

There have been cases where companies faced hefty penalties, sometimes up to $1,000,000, for failing to conduct harassment training. The #MeToo movement continues to influence workplace dynamics significantly.

Concerns extend to company wellness programs, with lawsuits emerging over discrimination based on the incentives offered. The ambiguity around personal liability for misconduct remains. The EEOC has highlighted that existing workplace prevention strategies are insufficient, as harassment complaints continue to rise.

A notable development in the EEOC’s 2023 proposed guidance is the acknowledgment that harassment outside the workplace, including through text messages, e-mails, phone calls, social media, and even stalking, can create a hostile work environment.

Furthermore, the EEOC is addressing systemic harassment and has initiated its first lawsuit involving AI and employment discrimination in hiring practices.

Join Now!

In today’s rapidly changing legal landscape, keeping abreast of civil rights case law is a formidable challenge for managers and HR professionals, especially amidst their demanding schedules.

The consequences of unrecognized discrimination and harassment are profound, not only for the individuals involved but also for the entire organization.

Such issues can lead to a hostile work environment, resulting in absenteeism, high turnover, diminished productivity, and serious physical and emotional impacts on both victims and witnesses.

The inability to identify and address these issues promptly exposes the organization to significant legal liabilities and potentially costly lawsuits.

This training is designed to equip you with the necessary tools and insights to proactively identify, address, and prevent these critical issues, thereby safeguarding your organization and fostering a respectful and productive work environment.

Enroll Now!

In today’s rapidly changing legal landscape, keeping abreast of civil rights case law is a formidable challenge for managers and HR professionals, especially amidst their demanding schedules.

The consequences of unrecognized discrimination and harassment are profound, not only for the individuals involved but also for the entire organization.

Such issues can lead to a hostile work environment, resulting in absenteeism, high turnover, diminished productivity, and serious physical and emotional impacts on both victims and witnesses.

The inability to identify and address these issues promptly exposes the organization to significant legal liabilities and potentially costly lawsuits.

This training is designed to equip you with the necessary tools and insights to proactively identify, address, and prevent these critical issues, thereby safeguarding your organization and fostering a respectful and productive work environment.

Enroll Now!

Reviewing Discrimination and Harassment Among Protected Classes

• Gain a comprehensive understanding of what constitutes discrimination and harassment in the workplace, focusing on protected classes.

Identifying the EEOC’s 2023-2024 Proposed Guidelines on Harassment

• Delve into the latest guidelines proposed by the EEOC for 2023-2024, focusing on how they pertain to workplace harassment.

Describing Recent Harassment Court Decisions

• Analyze recent court decisions related to Age, Genetics, Disability, Pregnancy, Caregiving, Gender, and both State and Federal Laws, understanding their implications in the workplace.

Discussing the Affirmative Defense (AD) and Reducing Liability

• Explore the concept of Affirmative Defense in harassment cases and understand your role in mitigating liability through effective use of AD strategies.

Differentiating Between Bullying and Protected Class Harassment

• Learn to distinguish between general workplace bullying and harassment that specifically targets protected classes.

Exploring HR & Management’s Legal and Ethical Responsibilities

• Examine the legal and ethical obligations of HR and management in preventing and intervening in cases of bullying and harassment.

Understanding the Legal Requirement of Conducting an Accommodation Meeting

• Get insights into the legal necessity of conducting Accommodation Meetings under the American Disabilities Act and other relevant laws, and learn how to effectively implement them

BONUS:

1. PDF copy of the presentation handout for your future reference.
2. Soft copy of the certificate of completion on request.
3. Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.

Reviewing Discrimination and Harassment Among Protected Classes

• Gain a comprehensive understanding of what constitutes discrimination and harassment in the workplace, focusing on protected classes.

Identifying the EEOC’s 2023-2024 Proposed Guidelines on Harassment

• Delve into the latest guidelines proposed by the EEOC for 2023-2024, focusing on how they pertain to workplace harassment.

Describing Recent Harassment Court Decisions

• Analyze recent court decisions related to Age, Genetics, Disability, Pregnancy, Caregiving, Gender, and both State and Federal Laws, understanding their implications in the workplace.

Discussing the Affirmative Defense (AD) and Reducing Liability

• Explore the concept of Affirmative Defense in harassment cases and understand your role in mitigating liability through effective use of AD strategies.

Differentiating Between Bullying and Protected Class Harassment

• Learn to distinguish between general workplace bullying and harassment that specifically targets protected classes.

Exploring HR & Management’s Legal and Ethical Responsibilities

• Examine the legal and ethical obligations of HR and management in preventing and intervening in cases of bullying and harassment.

Understanding the Legal Requirement of Conducting an Accommodation Meeting

• Get insights into the legal necessity of conducting Accommodation Meetings under the American Disabilities Act and other relevant laws, and learn how to effectively implement them

BONUS:

1. PDF copy of the presentation handout for your future reference.
2. Soft copy of the certificate of completion on request.
3. Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.

Maximize the Learning Experience in A Group Setting!

• Human Resources Managers
• HR Business Partners
• Talent Acquisition Specialists
• Employee Relations Managers
• Diversity and Inclusion Officers
• Compliance Officers
• Organizational Development Specialists
• Training and Development Managers
• Senior Company Executives
• Legal Counsel specializing in Employment Law
• Team Leaders and Supervisors
• Workplace Culture Consultants
• Employee Wellness Program Coordinators
• Operations Managers with HR Responsibilities
• Union Representatives or Labor Relations Specialists

Maximize the Learning Experience in A Group Setting!

• Human Resources Managers
• HR Business Partners
• Talent Acquisition Specialists
• Employee Relations Managers
• Diversity and Inclusion Officers
• Compliance Officers
• Organizational Development Specialists
• Training and Development Managers
• Senior Company Executives
• Legal Counsel specializing in Employment Law
• Team Leaders and Supervisors
• Workplace Culture Consultants
• Employee Wellness Program Coordinators
• Operations Managers with HR Responsibilities
• Union Representatives or Labor Relations Specialists