Report

Developing Effective EEO and Anti-Harassment Policies

 
Every organization - large or small - needs an effective anti-harassment policy. In Fiscal Year 2013, the Equal Employment Opportunity Commission ("EEOC") (the federal
agency responsible for enforcing federal anti-discrimination laws) received over 7,000 Charges of Discrimination, which resulted in $44.6 Million in employer fines and settlement fees. These extraordinary penalties do not take into account the significant amount of damages arising out of subsequent litigation for cases unresolved at the EEOC level. The non-monetary consequences of workplace harassment can be equally damaging to employers, including a loss of morale, productivity, valued employees, and even the company's reputation.

Agenda

EEO Recruitment Policies and Considerations
Best Practices for Background Checks
Record-keeping Requirements
Drafting Effective EEO Anti-Harassment Policies
Keys to Success: Implementing EEO Policies and Training Employees

Faculty

Kerstin Miller

Kerstin Miller

Smith & Downey, P.A.

  • Partner in the office of Smith & Downey, P.A.
  • Practice emphasizes all aspects of labor and employment law, including when employee benefits law intersects with traditional human resources law
  • Conducts regular seminars and workshops on topics related to all aspects of human resources law, including leaves of absence, discipline and terminations, harassment prevention, and discrimination
  • Written several publications related to the areas of human resources law, including in the Maryland State Bar Association’s labor & employment newsletter
  • Member of the Maryland Bar
  • J.D. degree, University of Maryland School of Law
  • Can be contacted at 410-321-9000 or [email protected]

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