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 anti-discrimination and anti-harassment programs that are well-suited for today's virtual workplace. The information will discuss recent high-profile 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.
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Why Lorman?
Over 36 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Roadmap for Compliance in a Virtual World
Some Background Stats
EEOC Charges Precede Litigation
Employment Litigation Can Be Expensive
Key Definitions
- Discrimination
- Harassment
- Retaliation
Discrimination Is
Harassment Is
Four Categories of Harassing Behavior
Virtual Activities That Could Be Harassment
Retaliation Is Prohibited by Many Laws
Retaliation Is
5-Step Compliance Program
No Harassment Policy
Other Relevant Policies
Complaint Procedures
Training Is Important
Audiences for Training
- Managers
- Supervisors
- Employees
Training Logistics
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
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Credit
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Why Lorman?
Over 36 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on February 12, 2019.
Call 1-866-352-9540 for further credit information.
- ASA 1.5
- This program qualifies for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected] Please retain proof of attendance in the event your CE record is audited.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 36 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
D. Albert Brannen
Fisher & Phillips LLP
- Regional managing partner in the Atlanta office of Fisher & Phillips LLP
- Represents employers exclusively in solving their labor and employment law problems
- Conducts regular training for construction clients (and others) on preventing harassment and discrimination, among other topics (more than 65 presentations in the last five years)
- Co-author of Diversity Rules: Harassment Prevention, Sensitivity & Correction Training for Construction Workers and Supervisors, two DVD training sessions produced in conjunction with the Associated General Contractors of America (AGC of America)
- Frequent contributing author to Construction Executive magazine; monthly contributor to MultiBriefs.com for the past 4-1/2 years, resulting in more than 50 articles on HR law for this one publication
- Achieved the highest rating with Martindale-Hubbell Law Directory
- M.B.A. and J.D. degrees, cum laude, University of Georgia; B.S. degree, with honors, Georgia Tech
- Can be contacted at 404-240-4235 or [email protected]
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Why Lorman?
Over 36 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
All of your training, right here at Lorman.
Pay once and get a full year of unlimited training in any format, any time!
- OnDemand Courses
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- State Specific Credit Tracker
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Questions? Call 877-296-2169 to speak with a real person.
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