OK Boomer” and the MeToo movement – Discrimination and Harassment in 2020

Speaker : Dr. Susan Strauss is a national and international speaker, trainer and consultant.

Session Highlights

• Review of the legal elements of discrimination and harassment law
• List of protected classes(for example, in MN there are 15 including state and federal laws)
• Specific requirements for compliance with GINA, ADAAA, and the PDA with discussion of recent legal cases for each
• In depth discussion of the need for “accommodations” for ADA, religion, and pregnancy
• Steps of an Accommodation Meeting and follow-up
• Discussion of the nexus of bullying and harassment
• What these changes in case law mean for employers
• Training and policy requirements

Overview

You have been in Human Resources or management for years. Your plate is full—too much to do and to know in your increasingly stressful job. You are 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. You remember hearing something in the news about a change in the pregnancy law, but can’t remember what it was. “OK Boomer” is now considered age discrimination. You know that the American Disabilities Act and Title VII have expanded with something called an accommodation meeting, but what does that require? You heard that a company was required to pay a plaintiff an additional $1,000,000 because the company didn’t do harassment training—could that be true? You have a company wellness program and have heard that employees are suing for discrimination based on the incentives offered for those who take part in the program. And it still isn’t clear as to whether you can personally be sued for the misconduct.

Why Should You Attend

It is almost impossible for managers and HR professionals to stay current in the ever evolving civil rights case law due to their busy workload. As a result, discrimination and harassment may go unrecognized and allowed to continue creating a hostile work environment for employees resulting in absenteeism, turnover, loss of productivity and physical and emotional health consequences to the target and witnesses of the abuse. Failure of managers and HR professionals to recognize discrimination and harassment creates liability for the organization and costly lawsuits.

Learning Objectives

1. To review protected class discrimination and harassment
2. To identify the EEOC’s 2016 findings
3. To update information on new discrimination & harassment court decisions related to Age, Genetics, Disability, Pregnancy, Caregiving, Gender and State and Federal Laws
4. To discuss the Affirmative Defense (AD) & your responsibility to reduce liability via AD
5. To differentiate between bullying and protected class harassment
6. To explore HR & management’s legal and ethical responsibilities in prevention and intervention of bullying and harassment
7. To describe the legal requirement of conducting an Accommodation Meeting

Who Will Benefit

• HR Specialists
• HR Managers
• Directors, managers, and supervisors of any department

This activity has been approved for 2 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org

This program is valid for 2 PDCs for the SHRM-CP® or SHRM-SCP®