Creating A Harassment-Free Workplace: 'Reboot' Your Training Strategy To Align With New EEOC Recommendations
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Propositioning an employee for sex and engaging in retribution when the employee rejects the advances. This might sound like a scene from a movie out of the 1950s, but it’s unfortunately ripped from very recent headlines.
TV news personality Gretchen Carlson recently filed a lawsuit alleging former Fox News Channel CEO Roger Ailes (who resigned amid the controversy in July 2016) harassed her and refused to renew her contract in retaliation for rejecting his advances. She also alleges that she was subjected to severe and pervasive harassment from her former “Fox & Friends” co-host. She has since filed suit and many other women have accused Ailes of inappropriate and threatening conduct dating back decades.
The Equal Employment Opportunity Commission (EEOC) is laser-focused on preventing all types of harassment at work and has made sexual harassment one of its current strategic enforcement priorities.
An EEOC Select Task Force recently concluded that anti-harassment training in the workplace needs to change. Specifically, the EEOC recommends that employers “reboot” their anti-harassment training strategy by implementing bystander intervention training, testing the effectiveness of existing reporting procedures, and much more.
Join us for an in-depth webinar when attorney Francine Esposito will examine the EEOC’s new training recommendations and provide compliance essentials so you can ensure your organization doesn’t make embarrassing headlines.
About Your Presenter
- The types of conduct that likely constitutes harassment
- What the EEOC’s Select Task Force on the Study of Harassment in the Workplace recommends for bystander intervention training, testing a company’s reporting system to make sure it’s working properly, and much more
- Signs that your workplace could be a breeding ground for harassment and related retaliation claims
- Your duty to prevent and correct incidents of harassment when you learn about them and the action plan to immediately set into motion as you conduct your investigation
- How supervisors and managers should respond to employee complaints
- Employment actions that a fact finder is likely to construe as being in retaliation for rejecting a manager’s advances or for complaining about questionable behavior in the workplace
- Your best defenses to harassment and related retaliation claims against your workplace
Francine Esposito, Esq.
Francine Esposito has been a labor and employment attorney for over 20 years. She regularly represents employers at labor arbitrations, before various administrative agencies, and in employment-related litigation. She also conducts harassment and other workplace investigations.
Ms. Esposito also has extensive experience in assisting employers to avoid legal disputes by conducting audits, designing and presenting training, and giving advice on a wide array of labor and employment-related topics, including discrimination, harassment, and retaliation, in addition to leave and accommodation issues, discipline and discharge, collective bargaining agreements, employment agreements, background checks, and wage and hour practices.
Ms. Esposito has represented employers in various industries, including logistics, banking, hospitality, media, healthcare, telecommunications, retail, casino, accounting, real estate, engineering and construction, utility, and higher education. She previously worked as a human resources/labor relations professional for major New Jersey employers for several years prior to becoming an attorney.
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All US States: 1.5
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|Keywords For This Course:|
EEOC, workplace harassment, retaliation, sexual harassment
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