DON'T MISS IT!
My Not So Funny Valentine:
The evolution of workplace harassment and what HR Professionals can do to avoid heartache and headache
(not to mention lawyers, guns and money...)
Come join us! February 14th!
Tips for Effective In-House Anti-Harassment Training and Proper Responses to Harassment Complaints
with Attorney Jim Reidy - Sheehan Phinney
Most employers are covered by state or federal laws that prohibit discrimination on the basis of gender, as well as other protected classes. Likewise, most HR professionals understand the potential liability of ignoring or otherwise mishandling complaints of sexual harassment. With years of training and headline grabbing verdicts sex harassment is still a problem in the workplace.
In recent years many courts have expanded the scope of hostile environment claims from sexual harassment to other forms of discrimination. In addition to posters and policies employers have used in-house training to educate managers and employees as to the conduct that is prohibited and the employer’s commitment to addressing and resolving complaints. Sadly, not all attempts at training are effective. In fact, some programs can actually cause more problems.
Finally, when anti-harassment policies and complaint procedures are tested supervisors and managers may mishandle the matter further complicating the situation. This session will review what the law requires, recent EEOC studies and guidance, where some programs have come up short and ways in which employers can and should effectively respond to workplace harassment complaints.
Jim practices in the areas of management side labor and employment law with an emphasis on assisting employers in effectively avoiding, or defending against, employment disputes. He represents organizations ranging from multi-national corporations, to closely-held, family-owned businesses, to not-for-profit entities and public sector employers. Since joining the firm in 1989, Jim has expanded an already well-established employment law practice group. This group is now recognized as one of the best labor and employment practices in Northern New England.
Jim has extensive experience handling matters before the New Hampshire Department of Labor, the New Hampshire Commission for Human Rights, the U.S. Equal Employment Opportunity Commission and the U.S. Department of Labor.
He regularly writes articles and presents seminars on a wide range of employment law topics. He is frequently asked by the media, business groups and human resources associations to comment on breaking news and recent developments in labor and employment law. He is the moderator of NHLABORNET, the popular Internet discussion group for human resource professionals in New Hampshire. Jim is also the creator and serves as the managing editor of Good Company, Sheehan Phinney’s quarterly e-newsletter, which features articles on legal developments and best practices in business.
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Greater Nashua Human Resource Association
kicks-off suicide prevention training for HR Professionals presented by
The United States Department of Veteran’s Affairs
From left to right: Karin Taylor, GNHRA Secretary; Julie Girouard, GNHRA Programs Chair; Kristin Cappello, GNHRA Media Chair; Nancy Rowell, GNHRA and State Council Treasurer; Catharine Mirabile, GNHRA and State Council Membership Chair; David Wheel, State Council Military Liaison, ESGR; Clay Rush, GNHRA; Amy Brady, US Dept. of Veterans Affairs; Dale Garrow, NH National Guard Suicide Prevention Program Manager; Lori Haberski, VA Medical Center.
On May 10, 2016 The United States Department of Veterans Affairs provided training to HR professionals in understanding more about the signs of someone considering suicide, truths and myths, how to address it as an employer and what resources are available. Although this presentation is geared toward our veterans, it really is useful for HR professionals for our entire employee populations! We highly recommend considering contacting Dave Wheel (firstname.lastname@example.org) for more information about this presentation!
Diversity Mission Statement:
GNHRA is committed to bridging the gap between all people by:
♦ Recognizing, encouraging and ensuring the value of diversity in the work place
♦ Facilitating, building and creating interaction, understanding and dialogue between people of diverse age, gender, sexual orientation, disabilities, ethnicity, cultures, religions, education and work experience
♦ Supporting, diversity to build a multi-cultural and diverse organization
“We support these goals by striving together to create diversity within the GNHRA by providing programs that inform and educate our members on diversity topics”.
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