Sheila Krejci, M ED is keynote speaker at Ijona Skills ans she is an author, master facilitator and consultant at Sheila K Consulting, Inc. has trained and coached hundreds of corporate leaders, police and fire support staff, professional, technical and support employees and elected officials to recognize and mitigate the risks of inappropriate and destructive workplace behaviors, participate in the investigation of harassment and discrimination claims and model critical behaviors that encourage respect for healthier, happier, more productive workplaces. Her recent courses, "Cultivating Workpl........
workplace retaliation is more and more common AND expensive to employers
today. And the truth of the original
claim of harassment or discrimination doesn't really matter to the question of
retaliation. The original claim could be
found to be baseless or even fabricated yet the claim of retaliation is upheld.
This can be so frustrating for supervisors, managers, any "person in a position
of power" as they are still liable for taking any action deemed to be
retaliatory. Retaliation is "any adverse
action that an employer takes against an employee who has filed a complaint of
harassment or discrimination."
Why should you attend?
to the EEOC, nearly half of the claims they are addressing today are not about
sexual or other forms of harassment or discrimination but for retaliatory behavior
against someone who has filed a claim or is participating in an investigation
of a claim of harassment or discrimination!
Beyond the typical employer actions like termination or discipline, retaliation
may be well intentioned as in an employer trying to be helpful by moving two
co-workers apart while the claim is investigated. Perhaps the one who filed the claim ends up
away from the window she likes or away from her current work group, making it
feel that the separation is negative and even, retaliatory.
qualifies as retaliation?
- Who is at
- What are protected classes and protected activities?
- What?s a manager
to do when faced with a claim of harassment or discrimination?
- What about other employees?
- Can they be held liable?
- How can you prevent retaliation in the
Areas Covered in the Session:
- How the courts define Protected Classes and Protected Activities
- Examples of intentional and
unintentional employer retaliation and retaliatory behaviors
- The components of a statement addressing
retaliation to integrate into your workplace harassment policies
- How to hold your staff accountable for
civility and respect in the face of a claim of harassment or discrimination
- Strategies to prevent retaliation in workplaces
that YOU can implement immediately
Who can Benefit:
- Company board leaders
- Corporate leaders
- HR professionals
- First level supervisors
- Risk management [professionals]
- City, county and state leaders
- Elected officials