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6-Hour Virtual Seminar on Harassment in the Workplace

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Website https://www.globalcompliancepanel.com/virtual-seminar/-10387LIVE?channel=ourglocal-march_2020_SEO | Edit Freely

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Deadline: March 17, 2020 | Date: March 17, 2020

Venue/Country: Online Event, U.S.A

Updated: 2020-01-17 21:18:11 (GMT+9)

Call For Papers - CFP

When an employer receives an allegation of workplace harassment, taking prompt and appropriate action is the employer's legal responsibility. It is imperative that employers understand how to recognize harassment, evaluate the scope of their internal investigations, document steps taken along the way, and insulate their organization from subsequent lawsuits.

Additionally, it's also important for employers to ensure all parties are treated fairly during the process and be sensitive to how the organization's process is communicated and implemented.

In any case of workplace harassment, an employer's behavior must meet a certain standard in the eyes of the law. Just posting an anti-harassment policy, while a positive step, is insufficient to prove that an employer took workplace harassment seriously.

Workplace harassment isn't limited to sexual harassment and doesn't preclude harassment between two people of the same gender. The harasser can be a boss, a supervisor in another department, a co-worker, or even a nonemployee. The victim doesn't necessarily have to be the person being harassed; it can be anyone affected by the harassing behavior.

Harassment can also be considered a form of employment discrimination under various federal, state and local laws. In order to be considered discrimination, the harassment must be based on some protected trait. Under federal law, those traits include race, color, national origin, gender, pregnancy, age, religion, disability, and genetic information. Many state and local governments have enacted similar anti-discrimination laws.

Retaliation claims are costly and time-consuming for employers. Missteps in handling sensitive employee issues could result in the organization writing a check with a lot of zeros.

Additionally, workplace harassment may constitute a hostile work environment. Some conduct can be so severe on its own that even one incident can create a legal claim of workplace harassment.

How companies investigate potential misconduct can affect the company's reputation as well as its bottom line. Because cultural and generational diversity is changing the landscape of the U.S. workforce, that diversity can become fuel for all types of litigation. Understanding how to recognize harassment and effectively conduct workplace investigations can greatly reduce the chances of an organization being sued.

An employer can avoid or reduce liability by taking appropriate preventative measures. Participants will learn the best practices employers can employ to minimize the likelihood of retaliation violations.


Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.