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.
AREA COVERED
- 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
LEARNING OBJECTIVES
- 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?
- HR Specialists
- HR Managers
- Directors
- Managers
- Supervisors of any Department
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
- HR Specialists
- HR Managers
- Directors
- Managers
- Supervisors of any Department
