EEOC Proposed Enforcement Guidance on Workplace Harassment: Modernizing Evaluation of Claims and Employer Liability
Navigating Updates Incorporating Recent Law, New Technology, and Social Changes

Course Details
- smart_display Format
On-Demand
- signal_cellular_alt Difficulty Level
Intermediate
- work Practice Area
Employment and Workers Comp
- event Date
Tuesday, December 12, 2023
- schedule Time
1:00 p.m. ET./10:00 a.m. PT
- timer Program Length
90 minutes
-
This 90-minute webinar is eligible in most states for 1.5 CLE credits.
This CLE webinar will guide employment practitioners through the EEOC's recently released and long-awaited "Proposed Enforcement Guidance on Harassment in the Workplace." The panel will highlight significant updates that will replace prior guidance and that have incorporated recent law, updated technology, and social changes to modernize the evaluation of employee claims and employer liability. The panel will provide best practices for advising clients on updates to policies and procedures in order to minimize risk.
Faculty

Ms. Shea has more than 20 years' experience in employment litigation, including Title VII and the Age Discrimination in Employment Act, the Americans with Disabilities Act (including the Amendments Act), the Genetic Information Non-Discrimination Act, the Equal Pay Act, and the Family and Medical Leave Act; and class and collective actions under the Fair Labor Standards Act and state wage-hour laws; defense of audits by the Office of Federal Contract Compliance Programs; and labor relations. She conducts training for human resources professionals, management, and employees on a wide variety of topics. She is Editor in Chief of the Firm's blog Employment & Labor Insider.

Mr. SanFilippo serves as a first chair trial lawyer representing employers in actions involving restrictive covenants, employment contracts, the Uniform Trade Secrets Act, and tort claims, including defamation, conversion, wrongful discharge, conspiracy, and tortious interference. He advises management on employment issues related to termination, hiring, reduction in force, restrictive covenants, employment agreements, discipline, and handbooks. Mr. SanFilippo represents closely-held businesses facing crises related to ownership disputes or misconduct by board members, officers, or key employees. He develops strategies with the goal of maximizing returns and minimizing losses in situations related to unethical conduct, breach of contract, fraud, embezzlement, theft, or forgery.

Mr. Green is an experienced employment litigator and trusted counselor to a diverse array of employers, including publicly traded corporations, small businesses, multinational corporations, nonprofit organizations, and individuals. His practice involves defending management against employment discrimination, harassment, retaliation, and wage and hour claims in federal and state courts and before various federal, state, and local administrative bodies, as well as defending employers against class action lawsuits and multidistrict lawsuits involving employment issues. Mr. Green also routinely litigates restrictive covenant and non-competition disputes and handles traditional labor law matters, including negotiating collective bargaining agreements and handling NLRB charges and union arbitrations. In addition to litigation, Mr. Green regularly counsels employers with respect to employment agreements, employee handbooks, and employment policies, practices, and procedures.
Description
On Sept. 29, 2023, the EEOC released its long-awaited "Proposed Enforcement Guidance on Harassment in the Workplace." This is the first guidance the EEOC has issued on workplace harassment since 1999 that will consolidate and supersede several prior EEOC guidance documents, bringing the agency's enforcement guidance into the 21st century.
Workplace harassment accounts for more than one-third of the charges filed with the EEOC between fiscal years 2016 and 2022. Therefore, the EEOC will continue to step up its enforcement activity. Counsel should understand the latest guidance to best prepare their clients to update their policies and procedures and to mitigate risk in case of an enforcement action.
The draft guidance reflects changes in the law, addresses issues arising from the #MeToo movement, and technological changes that have created a new forum for harassment in the workplace. For example, the guidance incorporates the U.S. Supreme Court's Bostock v. Clayton County decision, which held that sex-based discrimination includes bias based on sexual orientation or gender identity, by stating that the intentional and repeated use of a name or pronoun inconsistent with the individual's gender identity may constitute harassment. The guidance also demonstrates that conduct occurring in a virtual work environment or on social media may contribute to a hostile work environment.
The draft guidance provides an EEOC-approved legal analysis of employee claims and employer liability. The guidance also offers insight as to what constitutes an effective anti-harassment policy and adequate investigation process in the event of an employee complaint.
Listen as our expert panel guides employment practitioners through the EEOC's draft guidance. The panel will highlight significant changes and describe best practices for compliance.
Outline
- Introduction: history of the proposed guidance
- Proposed guidance
- Consolidating and superseding past guidance
- Evaluating whether alleged harassment violates EEO law
- Covered bases and causation
- Discrimination with respect to a term, condition, or privilege of employment
- Employer liability
- Key provisions and updates as to what constitutes harassment
- Harassment based on sexual orientation and gender identity
- Harassment based on race and color
- Harassment claims by employees not the object of the harassment
- Harassment based on a woman's reproductive decisions
- Other provisions
- Social media and virtual workplace activity that constitutes harassment
- Dealing with systemic harassment in the workplace
- Effective anti-harassment policies, training, and implementation
- Adequate workplace investigations
- Best practices for compliance
- EEOC next steps for finalizing the guidance
Benefits
The panel will review these and other important issues:
- In what significant ways has the EEOC's draft guidance been updated?
- How have recent case law, technological advancements, and social movements affected the EEOC's guidance?
- What is the EEOC-approved legal analysis for determining when workplace conduct constitutes harassment based on a protected characteristic?
- Under what circumstances will the EEOC consider an employer liable for harassment?
- What are best practices for updating employer harassment policies, procedures, and training programs?
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