Harassment-Free Workplace: 'Reboot' Your Training Strategy to Align with EEOC Recommendations - Webinar On-Demand
Propositioning an employee for sex and engaging in retribution when the employee rejects the advances … This might sound like a scene from a movie out of the 1950s, but it’s unfortunately ripped from very recent headlines.
TV news personality Gretchen Carlson recently filed a lawsuit alleging former Fox News Channel CEO Roger Ailes (who resigned amid the controversy in July 2016) harassed her and refused to renew her contract in retaliation for rejecting his advances. She also alleges that she was subjected to severe and pervasive harassment from her former “Fox & Friends” co-host. She has since filed suit and many other women have accused Ailes of inappropriate and threatening conduct dating back decades.
The Equal Employment Opportunity Commission (EEOC) is laser-focused on preventing all types of harassment at work and has made sexual harassment one of its current strategic enforcement priorities.
An EEOC Select Task Force recently concluded that anti-harassment training in the workplace needs to change. Specifically, the EEOC recommends that employers “reboot” their anti-harassment training strategy by implementing bystander intervention training, testing the effectiveness of existing reporting procedures, and much more.
Use this in-depth webinar on-demand when attorney Francine Esposito will examine the EEOC’s new training recommendations and provide compliance essentials so you can ensure your organization doesn’t make embarrassing headlines.
- The types of conduct that likely constitutes harassment
- What the EEOC’s Select Task Force on the Study of Harassment in the Workplace recommends for bystander intervention training, testing a company’s reporting system to make sure it’s working properly, and much more
- Signs that your workplace could be a breeding ground for harassment and related retaliation claims
- Your duty to prevent and correct incidents of harassment when you learn about them and the action plan to immediately set into motion as you conduct your investigation
- How supervisors and managers should respond to employee complaints
- Employment actions that a fact finder is likely to construe as being in retaliation for rejecting a manager’s advances or for complaining about questionable behavior in the workplace
- Your best defenses to harassment and related retaliation claims against your workplace
- And more!
If you ordered an on-demand webinar, your access instructions with link to download all materials will be sent to you via email within 48 hours