The EEOC requires employees to take all reasonable steps to avoid sexual harrassment, discrimination, and other violations. In this lesson, learn about the typical policy set forth on employee handbooks to reduce these risks.
- In my experience, the main compliance concern…employers want to address in the employee handbook is…the prevention of sexual harassment, discrimination,…and similar risk exposures.…And they should be concerned.…Every year, approximately 90,000 discrimination-related…claims are filed with The Equal Employment…Opportunity Commission, otherwise known as the EEOC.…Claim categories relate to a wide range of problems…including sexual harassment, age, sex,…and race discrimination, disability discrimination,…and of course there's more.…
The largest claim category of all is out of retaliation…which is usually attached to an underlying discrimination…or harassment claim.…Sexual harassment, discrimination,…and retaliation claims are expensive matters.…Just the cost of defending one can costs hundreds…of thousands of dollars, and this is true whether…the company wins or loses.…So how do these risks relate to your employee handbook?…Odds are your company policy probably starts…with a company declaring its commitment to EEOC laws.…
- Recognize the company who had a major impact on the new wave of culture-first employee handbooks.
- Describe the characteristics of “at-will employment.”
- Identify the effect of the Faragher rule.
- Recall how many employees a company must have in order fall under the Family and Medical Leave Act.
- Determine a plan of action for a presentation when more than 10% of the employees speak a particular foreign language.