Dr Leah P. Hollis

Workplace bullying often looks like harassment. Studies show that over 37% of the working population is affected by workplace bullying. Even when workplace bullying affects those outside of the Title VII protected classes, work productivity declines and turnover can sky rocket. The cost for American organizations can range into $64 billion a year. In addition to financial costs, there are emotional and psychology costs to employees, and interrupted productivity for the organization. Dr. Leah Hollis presents this webinar to help managers and employees spot a bully, understand the cost of harboring a bully, and develop strategies to curb the bully before he or she jeopardizes the organization. This webinar is for managers and employees alike who wish to understand how to mitigate the impact of a bully on an organization.

Traditionally, women have been the caregivers for aging parents and young children. With women representing over 50% of the workplace, both employees and employers are feeling the tension of complex personal and professional responsibilities, with four generations in the workforce. In the balance, the caregiver can be the target of gender discrimination while trying to maintain his or her right to care for his or her family. This interactive webinar is for managers and employees alike striving under the Title VII application to remain compliant as employees have increasing conflicts with child care, elder care and professional careers. There is critical information in this webinar for anyone managing the work/life balance.

This workshop will begin with a quick over view of the Title VII laws which prohibit discrimination based on race, gender, age, religion and national origin. Further, the workshop will reflect on concepts of the protected class and disparate treatment. The workplace is a delicate environment with four generations in the workforce that increases the protected class. With terms solidified, the workshop will continue to update participants on the changing parameters regarding retaliation, the threshold for actionable complaints, cat’s paw theory, class action and frivolous claims. This workshop will briefly review the cases which modified these important Title VII areas and offer case studies as they apply to this sector.

The EEOC listed retaliation as the largest complaint area. However, this discrimination charge is the easiest to avoid. Once an employee complains about his or her civil rights, an organization is on notice to investigate and resolve the problem. The cost of a law suit is typically into a $250,000 with the case often dragging on 2.5 years. This lecture reviews the anatomy of a discrimination case, how to handle complaints, and how to avoid being the next organization sued for workplace discrimination.