View the Press Releases here and here!
Costco recently got hit with a $250,000 sexual harassment verdict. One might think what is the big deal? The twist in the Costco case is that Costco was found liable for sexual harassment that arose from not one of its own employees – but a customer!
Dealing with sexual harassment claims is one of the most daunting tasks employers face. It is even more daunting when the employer has to address those who are responsible for the company being in existence – its customers. Now, the Equal Employment Opportunity Commission has recently issued new guidelines that set forth new ways in which the EEOC will investigate sexual harassment claims. Join expert Susan Desmond who will give a complete overview on the new EEOC focus on Harassment Claims and how to handle harassment charges.
Understanding employer liability for quid pro quo harassment and hostile working environments
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
The new EEOC approach to retaliation claims
Tips on conducting a proper investigation
Proper documentation of a harassment investigation
Who Should Attend:
Susan Fahey Desmond is a principal with Jackson Lewis PC. She has been representing management in all areas of labor and employment law for over 30 years. A frequent author and speaker, Ms. Desmond is listed in Best Lawyers in America and has been named by Chambers USA as one of America’s leading business lawyers for labor and employment law. She is also listed in Mid-South Super Lawyers and Louisiana Super Lawyers.
The 90 minutes went by quick. I am a 30+ year HR pro, so I did this only as a refresher. Ms. Desmond was engaging, well organized, and as personable as you can be on a webinar. There's a new things I will follow up on. The concepts haven't changed much, but I now feel I know the current terminology. Well done.
by Dan Bushman, Northern Metal Fab
This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.