In the case of sexual harassment, prevention requires awareness and a proactive company culture that frowns on insensitive behavior, no matter the gender. This information-packed webinar will help managers-
- Create appropriate communication channels for employees to use when sexual harassment is occurring
- Respond ethically, legally, and appropriately to a sexual harassment claim
- Revamp a company culture where sexual harassment has become the ‘norm’
Company-wide training on sexual harassment is essential to avoiding claims. Our experts will help you understand the law and discuss specific steps you can implement to prevent harassment in your workplace, including:
- How to handle sexual harassment when you see it happening, but no claim has been filed
- Most common myths and misconceptions about sexual harassment
- How to prevent incidents before they occur
- Common sexual harassment patterns and how to stop them
- Specific harassment-related language to include in your social media policy
- Remedies and protections required by law
Product ID: 12269
Plus, you get the top-selling guide – “Employee Complaint Investigations: Your Step by Step Guide to Managing, Investigating, and Resolving Employee Complaints” – $197 value – absolutely FREE!
This essential guide is designed to walk you through the steps for dealing with employee complaints; and gives you the guidance you need to handle investigations with confidence.
- Why You Should Never Ignore Employee Complaints
- Which Reporting System is Right for Your Business
- What To Do if Your Employees Do Not Use (Or Have) Your Reporting System
- Why Outsourcing May Be Your Best Option
- A Complaint Comes In: What Do You Do?
- Planning For The Investigation
- Who Will Conduct It?
- Internal vs. External Investigators
- Determine Scope of Investigation
- Identify Information To Gather
- Confidentiality Issues
- Who Should Be In The Interview Room?
- Handling Interviews
- What to Include in the Interviews
- Administrative Necessities in the Interview
- Which Questions Are Most Effective?
- What To Leave Out
- Documentation Best Practices
- Documenting the Interviews
- Identify Rules or Laws Violated
- Reviewing the Information/Evidence and Coming to a Determination
- What to Include in the Interviews
- Communication of Your Decision
- Handling Discipline When Required
- Federal Resources on Common Complaint Topics
Discover How to Respond Ethically, Legally, and Appropriately!Order my recording now
Guy Brenner is a partner in the Labor & Employment Law Department and co-head of the Non-Compete & Trade Secrets Group. He has extensive experience representing employers in both single-plaintiff and class action matters, as well as in arbitration proceedings. He also regularly assists federal government contractors with the many special employment-related compliance challenges they face.
Guy represents employers in all aspects of employment and labor litigation and counseling, with an emphasis on non-compete and trade secrets issues, medical and disability leave matters, employee/independent contractor classification issues, and the investigation and litigation of whistleblower claims. He assists employers in negotiating and drafting executive agreements and employee mobility agreements, including non-competition, non-solicit and non-disclosure agreements, and also conducts and supervises internal investigations.
Amy Blackwood is an associate in the Labor & Employment Law Department.
Amy represents employers in all aspects of employment litigation and counseling including, but not limited to, the investigation and litigation of harassment, discrimination and retaliation complaints, as well as whistleblower claims.
Amy also has experience representing business, trade associations and individuals in a variety of commercial litigation contexts, including Lanham Act false advertising, contract disputes, product liability and trade regulation controversies.
Continuing Education Units
HRCI – Receive 1.25 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.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”
C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.