Working in education you hear a lot about Title IX, but what about the other laws that impact the civil rights of your employees on your campus. Do you keep up to date on these laws that impact your employees (and students)? It’s tough to stay current on both educational and workplace laws. Your job in Human Resources or management involves too much to do and is increasingly stressful but you are also expected to stay current in discrimination and harassment case law for all the federal and state protected classes.
Are you current? It seems like an unending responsibility. The news reported changes in pregnancy law, but you don’t know what the exact changes were. You know the ADA and Title VII have expanded with an accommodation meeting but not what the requirements are. You heard about a company paying a plaintiff $1,000,000 for failure to provide harassment training, and instances of employees suing companies for discrimination based on the incentives offered for those taking part in company wellness programs.
The EEOC has settled its first sexual orientation lawsuit. The OCR protects transgender people and transgender employees are protected by Title VII. It’s not just sexual harassment anymore, but harassment of all protected classes that creates new challenges and responsibilities for educational organizations. The new 2016 EEOC Study on Harassment shows harassment is still a big problem in America’s workplaces, which includes education. The EEOC study found that workplace training programs focused too much on liability and not on prevention, are inadequate in altering behavior, and are not accompanied by other prevention strategies within the workplace!
Your Wellness programs are under new laws regarding GINA and the ADAAA. Are you current about the ADAAA and its legal requirement to provide accommodations? What about the changes to the ADEA? How does GINA impact your workplace? The issue of bullying and its impact on absenteeism and turnover is another problem. Often the bully or harasser is not held accountable and the misconduct continues resulting in poor morale, costly lawsuits, and a drop in productivity. Retaliation complaints are now the most common complaint going to the EEOC. The term harassment is a phrase that has legal meaning but its use in popular culture has created confusion as to its actual premise. The term bullying is misunderstood and unrecognized by the target, management, and HR.
This session with expert speaker Dr. Susan Strauss will clarify the realities, myths and misconceptions around these sensitive and complex issues. Dr. Strauss has been an expert witness for harassment lawsuits, and will help your educational organization benefit from increased knowledge about workplace harassment laws, and prevention and intervention strategies to diminish harassment on your campus.
Who should attend?
Dr. Susan Strauss Ed.D.
Susan Strauss Ed.D. is an international speaker, trainer, consultant and recognized expert on harassment. She also conducts harassment and workplace bullying investigations and functions as a consultant to attorneys as well as an expert witness in harassment lawsuits. Her clients are from education, business, healthcar... More info