Resolve Harassment Complaints without Incurring Legal Liability
Workplace Harassment Compliance For Employers. In the wake of the #MeToo movement, employers need to prepare for the possibility of harassment, sexual or otherwise, in the workplace. New York legislators passed a number of initiatives – including a law to provide sexual harassment training to all workers. Knowing how to respond to and resolve issues and complaints of harassment without incurring legal liability is paramount, regardless of where you’re based.
Learn how in this webinar as industry expert Mark Tabakman walks you through the basic principles of harassment, brings you up to speed with employers’ and employees’ obligations, and advises you on what steps you should take as an employer to handle such situations. Tabakman will also provide an overview of the major points and issues of the New York State harassment statute; show you how to address and resolve harassment issues and complaints; and explain exactly when discipline and/or counseling are appropriate, and in what “measure”.
After attending this session – ‘Workplace Harassment Compliance For Employers’, you will understand the importance of having an appropriate mechanism in place to respond to harassment complaints. You will know when your obligation to investigate a complaint kicks in as an employer; how you should conduct the investigation; who should conduct it; the length of time it should ideally take; what to do during the investigation; and how to determine the correct response to ensure maximum legal protection and insulation for your company.
Join this webinar to learn:
- Why should you have a mechanism for dealing with harassment complaints?
- The major points and issues of the New York State harassment statute
- How to respond to and resolve harassment complaints
- When the employer’s obligation to investigate a complaint kicks in
- How the investigation should be conducted
- How to ensure legal protection and insulation for your company
Who Should Attend
- Business owners
- HR professionals
- In-house counsel
- Upper management
- Operations supervisors and managers
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