Objectives of the Presentation:
- Understanding the EEOC's approach regarding employer liability for quid pro quo harassment and hostile working environments - who does the EEOC, consider as a supervisor?
- Defining quid pro quo harassment
- Defining hostile working environment
- Employer obligations when the alleged harasser is a customer
- Defining when an employee has engaged in protected activity
- New EEOC approach to retaliation claims
- Tips in conducting a proper investigation
- What the EEOC wants to see in your policies and harassment training
- Proper documentation of an harassment investigation
Why Should you Attend?
According to the EEOC, harassment continues to be a huge problem in the workplace. In an effort to clear up confusion as to when employers should be held liable for workplace harassment, the EEOC recently issued new guidance. The guidance addresses so much more than the run of the mill sexual harassment claims - it includes racial harassment, sexual orientation harassment, and so much more! For the first time, the EEOC also gives us an in-depth discussion of what it is looking for in your harassment policies and your harassment training programs.
Susan Fahey Desmond,
Susan, is a partner in the New Orleans office of Jackson Lewis, a national labor and employment law firm with offices in 48 cities across the country. She has been representing management in all areas of labor and employment law for over 25 years. She is listed in Best Lawyers in America for labor and employment law and has been named by U.S. Chambers as one of America’s leading business lawyers.