Be proactive when it comes to learning about harassment in the workplace and keep your organization and your reputation safe.
Management and human resources often face a seemingly unending stream of internal harassment complaints from their employees. How to identify complaints that truly implicate anti-discrimination statutes and genuinely constitute harassment under the law is sometimes difficult, as is how to effectively address all employees' concerns. This topic helps the persons responsible for receiving, investigating, and addressing those complaints identify key issues, conduct proper and effective investigations, and craft policies and procedures in order to minimize the risk of future harassment incidents and complaints. This topic also explains how these strategies reduce the risk of retaliation complaints, noting the EEOC's increased focus on retaliation claims in its investigations. Retaliation complaints are by far the most frequently investigated claims by the EEOC. It also leads to the most suits brought by the EEOC in federal court, according to the Commission's internal data. This information is critical for employers so they can prevent harassment in the workplace and ensure harassment complaints do not snowball into ones for retaliation, which the EEOC has a special interest in.
Agenda
Faculty
Jeremy Schneider
Jackson Lewis P.C.
- Attorney in the Washington, D.C. Region office of Jackson Lewis P.C., a national law firm dedicated to advising clients in all aspects of workplace law
- Practice emphasizes all aspects of employment litigation, including representing management in state and federal court, arbitrations, and before administrative agencies in discrimination, retaliation, and whistle-blower cases
- Dedicates a large portion of his practice conducting internal investigations, training his clients’ workforce, and counseling employers on litigation avoidance
- Regularly conducts seminars and workshops on equal employment opportunity and diversity issues, conducting internal investigations, and litigation prevention strategies; he is also a frequent speaker before human resource organizations, industry, trade, and bar associations, and conferences on employment law and whistle-blower issues
- Author of several publications related to workplace and whistle-blower litigation and is a regular contributor to Jackson Lewis P.C.’s website publications
- Member of the American Bar Association, the Federal Bar Association, and the Society for Human Resources Management
- J.D. degree, George Washington University Law School; B.A. degree, American University
- Can be contacted at 703-483-8315, [email protected], and he welcomes everyone to connect to him on LinkedIn®, where he actively creates content and provides employers with access to Jackson Lewis P.C.'s free, web-based resources, at https://www.linkedin.com/in/jsschneider/
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