New Guidelines from the EEOC in Handling Harassment Claims

New EEOC Focus on Harassment Claims

Dealing with sexual harassment claims is one of the most daunting tasks employers face.  It is even more daunting when the employer has to address those who are responsible for the company being in existence – its customers.  Now, the Equal Employment Opportunity Commission has recently issued new guidelines that set forth new ways in which the EEOC will investigate sexual harassment claims. Join expert Susan Desmond who will give a complete overview on The New EEOC focus on Harassment Claims and how to handle harassment charges.

The Equal Employment Opportunity Commission (EEOC) recently issued proposed guidance crystallizing the agency’s expectation that employers be proactive in eliminating workplace harassment.

Five core principles that the EEOC states have generally proven effective in preventing and addressing harassment:

•   Committed and engaged leadership

•   Consistent and demonstrated accountability 

•   Strong and comprehensive harassment policies

•   Trusted and accessible complaint procedures

•   Regular, interactive training tailored to the audience and organization

The employer is automatically liable for harassment by a supervisor that results in a negative employment action such as termination, failure to promote or hire, and loss of wages. If the supervisor's harassment results in a hostile work environment, the employer can avoid liability only if it can prove that: a) it reasonably tried to prevent and promptly correct the harassing behavior; and b) the employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer.

Prevention is the best tool to eliminate harassment in the workplace. Employers are encouraged to take appropriate steps to prevent and correct unlawful harassment. They should clearly communicate to employees that unwelcome harassing conduct will not be tolerated. They can do this by establishing an effective complaint or grievance process, providing anti-harassment training to their managers and employees, and taking immediate and appropriate action when an employee complains. Employers should strive to create an environment in which employees feel free to raise concerns and are confident that those concerns will be addressed.

Employees are encouraged to inform the harasser directly that the conduct is unwelcome and must stop. Employees should also report harassment to management at an early stage to prevent its escalation.

Register for this interactive webinar at a discounted price - New Guidelines from the EEOC in Handling Harassment Claims