You’ve read the headlines, and you’ve seen the news stories where organizations have been charged with condoning harassment and other abusive conduct in the workplace.
Whether they are true or not, charges do happen. In fact, according to the Equal Employment Opportunity Commission, more 90,000 charges were filed last year.
And whether they are true or not, charges are expensive. In fact, according to published reports, one company paid more than $50 million in settlements, plus at least $65 million in severance pay because of a harassment scandal.
Beyond the financial costs of harassment and bullying, there are human costs. Brain research has shown that when workers are treated disrespectfully, they shut down and lose productivity. And according to a university study, not only will those employees want to quit, but co-workers who witness or hear about bullying and harassment of their colleagues want to quit at an even higher rate! Learning Objectives
Fostering a professional workplace free of discrimination, harassment, and bullying may be one of the most important things a human resources professional can do.
As such, this webinar will help you establish appropriate policies and conduct manager and employee training programs that can reduce your employer’s chances of facing a lawsuit. By attending, you will be able to:
- Learn the protected characteristics under state and federal laws
- Master the four elements of an illegal hostile environment
- Recognize quid pro quo – the most serious kind of harassment
- Hear about recent state and federal cases on harassment
- Learn what the 2016 report of the EEOC Select Task Force on the Study of Harassment in the Workplace means for your organization
And for companies with employees in California, we'll also cover what the 2017 California Workplace Harassment Guide for California Employers requires.About Your Speaker:
Ann Kiernan is an attorney who focuses on preventive law for employers.
As part of her commitment to helping management create fair and respectful workplaces and prevent costly employee lawsuits, Ann presents in-person workshops and online classes on managing within the law, corporate compliance, legal pitfalls in e-mail and internet use, harassment prevention, wage and hour issues, legal and effective hiring, and workplace violence prevention for employers large and small, around New Jersey and around the country.
Since 2004, she has also presented courses for human resources professionals on employment law issues, especially the Family and Medical Leave Act and the Americans with Disabilities Act, and on conducting internal investigations.
This program has been approved for 1.5 re-certification credit hours for HRCI's PHR and SPHR designations through the HR Certification Institute. For more information about certification or re-certification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for re-certification credit.
SHRM Professional Development Credits
This program is valid for 1.5 Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP designations. For more information about certification or re-certification, please visit www.shrmcertification.org.