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White Paper

Anti-Harassment Training Remains a Defensive Tool for Employers

 
“This past June, the Equal Employment Opportunity Commission (EEOC) issued a close to 100-page document which is the result of 14 months of study by an EEOC select Task Force. According to the report, the study was launched because of the agency’s concern over the high number of harassment complaints some 30 years after the U.S. Supreme Court first recognized claims of sexual harassment as a form of discrimination prohibited by Title VII of the Civil Rights Act of 1964. In the years since that first case of Meritor Savings Bank v. Vinson, sexual harassment concepts have been applied to harassment based on any other status protected under law. In fiscal year 2015, almost one-third of the roughly 90,000 charges filed with the EEOC included an allegation of some form of harassment. It is the overall finding of the EEOC Task Force that most workplace anti-harassment training has been ineffective and focused on simply avoiding legal liability. The report then sets out recommendations for harassment prevention.”

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Barbara G. Stephenson is a shareholder/director with Sheehan & Sheehan, P.A. Her practice is limited to employment and labor law representing employers only.
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Anti-Harassment  Training Remains a Defensive Tool for Employers

Agenda

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Anti-Harassment  Training Remains a Defensive Tool for Employers

Faculty

Barbara G. Stephenson

Barbara G. Stephenson

Sheehan & Sheehan, P.A.

  • Shareholder/director with Sheehan & Sheehan, P.A.
  • Practice limited to employment and labor law representing employers only
  • Listed in Chambers USA – America’s Leading Business Lawyers and in The Best Lawyers in America, Labor and Employment Law
  • Listed in Southwest Super Lawyers, Labor and Employment Law
  • Best of the Bar, Employment Law, 2011
  • J.D. degree, University of New Mexico School of Law
  • Can be contacted at 505-247-0411 or [email protected]
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Anti-Harassment  Training Remains a Defensive Tool for Employers

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