You have been in Human Resources or management for years. Your plate is full-too much to do and to 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.
WHY SHOULD YOU ATTEND?
It is almost impossible for managers and HR professionals to stay current in the ever evolving civil rights case law due to their busy workload. As a result, discrimination and harassment may go unrecognized and allowed to continue creating a hostile work environment for employees resulting in absenteeism, turnover, loss of productivity and physical and emotional health consequences to the target and witnesses of the abuse. Failure of managers and HR professionals to recognize discrimination and harassment creates liability for the organization and costly lawsuits.
Review of the legal elements of discrimination and harassment law
List of protected classes (for example, in MN there are 15 including state and federal laws)
Specific requirements for compliance with GINA, ADAAA, and the PDA with discussion of recent legal cases for each
In depth discussion of the need for "accommodations" for ADA, religion, and pregnancy
Steps of an Accommodation Meeting and follow-up
Discussion of the nexus of bullying and harassment
What these changes in case law mean for employers
Training and policy requirements
To review protected class discrimination and harassment
To identify the EEOC's 2016 findings
To update information on new discrimination & harassment court decisions related to GINA, ADAAA, Pregnancy, and Title VII
To discuss the Affirmative Defense (AD) & your responsibility to reduce liability via AD
To differentiate between bullying and protected class harassment
To explore HR & management's legal and ethical responsibilities in prevention and intervention of bullying and harassment
To describe the legal requirement of conducting an Accommodation Meeting
To list the employment laws required for an organization's wellness program
WHO WILL BENEFIT?
Supervisors of any Department
Dr. Susan Strauss
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.