* You will be able to discuss the EEOC charge and litigation process.
* You will be able to define harassment, discrimination and retaliation.
* You will be able to describe examples of virtual harassment.
* You will be able to explain essential policies for avoiding liability.
Get EEOC guidance on preventing virtual harassment in the workplace.
The virtual workplace presents special problems for employers who want to maintain a workplace free of harassment and discrimination. This information will offer practical advice to employers on how to develop and implement effective antidiscrimination and antiharassment programs that are wellsuited for todays virtual workplace. The information will discuss recent highprofile harassment situations, the MeToo Movement, EEOC guidance and other best practices for employers on how to make prevention programs in a virtual world more effective and to create the right workplace culture.
Roadmap for Compliance in a Virtual World
Some Background Stats
EEOC Charges Precede Litigation
Employment Litigation Can Be Expensive
Four Categories of Harassing Behavior
Virtual Activities That Could Be Harassment
Retaliation Is Prohibited by Many Laws
5-Step Compliance Program
No Harassment Policy
Other Relevant Policies
Training Is Important
Audiences for Training
Leveraging Technology to Train in a Virtual World
Documentation of Training
Investigating and Resolving Complaints
Investigation Should Include Digital Media
EEOC Task Force Study
EEOC Task Force Conclusions
EEOC Task Force Identified Needs
Practical Exercises/Common Mistakes
D. Albert Brannen with Fisher & Phillips LLP
ASA ,CLE (Please check the Detailed Credit Information page for states that have already been approved) ,CPE ,HR Certification Institute ,SHRM ,Additional credit may be available upon request.