Sexual Stereotyping in the Workplace - Be Legally Compliant and Avoid Claims (HR Compliance)
Venue: Online Event
|Event Date/Time: Sep 18, 2012||End Date/Time: Sep 18, 2012|
In a recent decision, a federal jury awarded $451,000 against an employer in a suit brought by the EEOC. The EEOC convinced the jury that a supervisor harassed an employee because he thought he was feminine and did not conform to the supervisorâ€™s gender stereotype s of a typical â€œrough ironworker.â€ In another decision, an appellate court released a decision finding that a gay man could go forward with an employment discrimination claim based on â€œgender stereotyping.â€
Despite repeated efforts to amend Title VII to prohibit discrimination based on sexual orientation, Congress has repeatedly failed to do so. When Congress fails to act, the agencies interpreting the statute tend to issue opinion letters using old law to cover new territory. The EEOC is doing just that â€“ using Title VII and language from court decisions to state that Title VII prohibits discrimination based on sexual orientation if the employer does so because the employee does not meet a stereotype.
This webinar will provide a refresher course of harassment law and how it is being used to protect those individuals who may not meet sexual stereotypes. You will understand how sexual stereotyping in the workplace can land you in trouble with the law and what you should do to avoid claims. You will learn how to create effective discrimination policies, conduct complaint investigations and protect your organization against claims based on â€œgender stereotyping.â€
Areas Covered in the Seminar:
- What types of harassment claims are recognized under the law?
- What do we mean when we discuss sexual stereotyping â€“ how a person walks, dresses, talks, etc.?
- Can an employer disqualify a candidate for a position because he or she is too feminine or too masculine and just not a right fit for the job?
- Examples of workplace harassment and bullying.
- Creating effective harassment/bullying/violence policies.
- How to conduct an internal investigation.
- Maintaining confidentiality in an investigation.
- How to prepare to report to hold up in court.
- Resolving complaints â€“ appropriate discipline.
- Sensitivity training.