Systemic Approach for Stamping Out Harassment
The EEOC's strategic plan includes an emphasis on eradicating harassment. Looking at workplaces systematically, both the EEOC and private plaintiff's lawyers are bringing class actions claiming hostile work environments. The session will include a discussion of, and common traps with regard to no-harassment policies, complaint procedures, supervisory training, employee education, no-dating rules, social media, social inclusion, mentoring, retaliation and more. The session will address not only sexual but also racial, ethnic and other forms of unlawful harassment as well as specific danger zones for HR!
Jonathan A. Segal
Jonathan is a partner at Duane Morris LLP in its Employment Group. He also is the Founder and managing principal of the Duane Morris Institute, which provides training on employment issues to HR professionals, in-house counsel and other leaders.
The core of Jonathan’s practice is helping employers maximize legal compliance and minimize legal risk with regard to harassment, discrimination, retaliation and reasonable accommodations.
Over the past few years, Jonathan has focused on religion in general and antisemitism in particular. In addition to helping clients, Jonathan has delivered a number of talks on antisemitism on behalf of the EEOC as well as to field directors of the EEOC.
Jonathan has provided training to federal judges and other members of the federal judiciary on various employment issues for more than 20 years.