You have been in Human Resources or management for years. Your plate is full - too much to do and know in your increasingly stressful job. You are expected to stay current in discrimination and harassment case law for all the federal and state protected classes. Are you current? It seems like an unending responsibility. You remember hearing something in the news about a change in the pregnancy law, but can’t remember what it was. 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? You have a company wellness program and have heard that employees are suing for discrimination based on the incentives offered for those who take part in the program. And it still isn’t clear as to whether you can personally be sued for the misconduct.
- To review protected class discrimination and harassment
- To discuss new discrimination & harassment court decisions
- To discuss the Affirmative Defense (AD) & your responsibility to reduce liability via AD
- To explore the relationship between bullying and protected class harassment
- To explore HR & management’s legal and ethical responsibilities in prevention and intervention of bullying and harassment
- Wellness Directors
- Risk Management Directors
- Occupational Health Nurse
- Employers and Business owners
- Human Resources Specialists and managers
1. To examine the new case law related to discrimination and harassment
2. To discuss the implications the new case law has on all organizations
3. To list the responsibilities of HR in meeting the new requirements required by new case law
4. To explore why it is important for HR and managers to be able to differentiate between workplace bullying and illegal harassment and discrimination
5. To identify the state, municipal, and federal protected classes that most HR and managers are not able to identify
6. To list specific prevention strategies that all organizations should implement to minimize liability, create a healthy and respectful work climate, and protect employees from a violation of their civil rights
7. To analyze the affirmative defense and its implications to diminish organization liability for supervisor to employee har
Dr Susan Strauss,
Workplace and Education Harassment & Bullying Consultant ,
Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert investigator on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.
Dr. Strauss also provides organizational, management, and employee development by conducting training, coaching, and facilitating workshops. She has been the Director of Training and Development and consults with a variety of organizations and industries, both large and small. Susan has also been the director of Wellness and has consulted with organizations to help them design, develop, implement and evaluate their Wellness programs.
Susan has a doctorate in organizational leadership. She is a registered nurse, has a bachelor’s degree in psychology and counselling, a master’s degree in community health, and professional certificate in training and development. She has been involved in the harassment and bullying arena since 1985.