There has been an explosion of sexual harassment allegations in both the press and in complaints to employers. Harassment is certainly not new. Yet, now there is a new environment, new support and motivation to come forth. New laws and regulations are coming, all aimed toward reducing incidents of workplace harassment and bullying, encouraging employees to come forward, and protecting both alleged victims and witnesses from possible “retaliation” by employers. Employers who do not have up-to-date anti-harassment and bullying policies and effective procedures which implement those policies are at risk, both from the Courts and in the “Court of Public Opinion.”
Good policies prevent problems. Poorly designed policies can be worse than none, and may themselves result in discrimination cases and other liability.
Bob’s presentation covers the necessary ingredients of an effective harassment policy. A policy must go beyond paper. This program gives practical advice on implementing the policy. Perhaps more important, there are illustrations of what to include and what not to include in your harassment policy and procedures.
- Broadening the scope of your anti-harassment and bullying policies to include other related forms of abusive behavior
- Supreme Court Standards for Duty of Care for employees, and how it can protect your organization from liability
- What to include in your policies
- What not to include in your policies
- Proper procedures
- When to investigate an allegation of sexual harassment and when not to investigate
- Equal protection for all parties
- Setting up a procedure for reporting and investigating allegations of harassment
- Protecting from retaliation
Who Should Attend?
HR staff, Executives, Branch managers, and Legal Counsel.
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