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 indepth discussion of what it is looking for in your harassment policies and your harassment training programs.
How an employer handles an harassment claim can make all the difference in avoiding a lawsuit. It also makes all the difference in whether your company will be held liable for someone’s harassment of your employee. Employees are becoming more aware of their rights and are not shy about using the term “harassment.” The EEOC will also be looking at your investigation to determine whether you took that claim seriously and how you responded. This session will guide you through what the EEOC will be expecting in analyzing your investigation.
How an employer handles an harassment claim can make all the difference in avoiding a lawsuit. It also makes all the difference in whether your company will be held liable for someone’s harassment of your employee. Employees are becoming more aware of their rights and are not shy about using the term “harassment.” The EEOC will also be looking at your investigation to determine whether you took that claim seriously and how you responded. This session will guide you through what the EEOC will be expecting in analyzing your investigation.
Susan Fahey Desmond
Susan Fahey Desmond is a partner with McGlinchey Stafford, PLLC which has offices in 33 states across the country. She has been representing management in all areas of labor and employment law for over 35 years. A noted author and speaker, Susan is listed in Best Lawyers in America and has been named by Chambers USA as one of America’s leading business lawyers
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