| Available : All Days | Presented By : Joe Keenan |
| Category : Human Resources | Event Type : Recorded Webinar |
For group or any booking support, contact: cs@conferenceschedulers.com +1 (844) 449-0244 (US Toll Free)
The Equal Employment Opportunity Commission (EEOC) issued its first updated enforcement guidance on workplace harassment in 25 years on April 29, 2024. The guidance reflects a number of new developments concerning workplace discrimination and harassment and reflects U.S. Supreme Court precedent extending anti-discrimination protections to LGBTQ workers.
The EEOC released the draft version of its guidance in September 2023 after an earlier effort to update existing guidance failed to gain traction during the Trump Administration.
The guidance does not constitute a legally binding precedent, but it provides “legal analysis of standards for harassment and employer liability applicable to claims of harassment under the equal employment opportunity (EEO) statutes enforced by the Commission.” The new guidance supersedes several earlier EEOC guidance documents on harassment.
Workplace harassment” is more than just sexual harassment, The U.S. Equal Employment Opportunity Commission (EEOC) reminded employers in guidance published April 29. The commission shared specific examples of the kinds of harassment it deems unlawful—including harassment based on race, sex, religion, and other factors.
Areas Covered:-
Why Should You Attend?
The EEOC noted that since the Supreme Court held in 1986 that workplace harassment could constitute unlawful discrimination under Title VII of the Civil Rights Act of 1964, harassing conduct remains a serious problem in the workplace, representing more than one-third of the charges received by the EEOC over the last five years.
The enforcement guidance is broken down into the three components of a harassment claim: (1) the covered bases and causation; (2) discrimination respecting a term, condition, or privilege of employment; and (3) liability.
In order for harassment to be actionable under federal EEO statutes, the individual must establish the conduct occurred because of a statutorily protected characteristic. This is based on an examination of the totality of the circumstances. The guidance outlines a number of principles that are used to determine whether harassing conduct is based on protected characteristics. In doing so, however, the guidance notes that not all principles will apply in every instance.
Who Will Benefit?
Joe Keenan is a highly experienced Environmental Health and Safety (EHS) and Human Resources (HR) Professional and Management Consultant with over 25 years of experience. He received Green Belt in Six Sigma/Lean Manufacturing in 2005, Masters in Business Administration (MBA) with a Human Resource Management Concentration in 2007, and Certified Safety Professional (CSP) in 2011. He has the pleasure of serving as Mississippi and Alabama Area Director of the American Society of Safety Professionals (ASSP). He served on the OSHA Voluntary Protection Program Participants Association (VPPPA) Region IV Board of Directors as a Director at Large from 2013-2015. Since 2002, he has been an OSHA General Industry and Construction 10/30-Hour Authorized Outreach Trainer (both renewed in 2020).
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