Prevention is the best tool for eradicating sexual harassment from the workplace, according to the Equal Employment Opportunity Commission. What’s the best prevention strategy? Training for your workers on what constitutes harassment, how to report it, and what to expect from an internal probe concerning allegations of harassment.
Order our in-depth 90-minute webinar recording. Our experts – two seasoned employment law attorneys who regularly conduct sexual harassment training – will teach your workforce the types of conduct that may constitute harassment, including common behaviors that may surprise you.
You and your colleagues will learn:
- What “unwelcome” conduct really means
- Examples of verbal and written comments, physical assaults, nonverbal actions, and visual depictions – like screensavers and e-mails – that may constitute harassment
- The difference between “quid pro quo” sexual harassment and “hostile work environment” harassment
- The facts about who can be a victim and who can be a harasser
- When a harassment claim is “actionable” under the law
- What your workers should do if they believe they have sufferered or witnessed harassment at work, including who to bring their concerns to
- What they can expect from an investigation into allegations of harassment
- Examples of appropriate “remedial” measures they can expect your organization to take upon learning of harassment
- The definition of “retaliation,” and common examples of when it may occur following a harassment complaint
This webinar was recorded on Wednesday, September 16, 2009
About Your Speakers:
Laura Innes, Esq., a director of Simpson Garrity Innes & Jacuzzi, PC, in South San Francisco, has been engaged exclusively in the practice of labor and employment law for over 20 years. Her practice combines preventive counseling for management with civil and administrative trial defense.
Marc Jacuzzi, Esq., is a partner at the law firm of Simpson Garrity Innes & Jacuzzi, PC in South San Francisco. Jacuzzi provides representation and counseling for employers in employment law. He also conducts in-house training programs for employers on a number of employment law topics.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
