Sexual harassment in the workplace is illegal under the anti-discrimination laws of Massachusetts as a form of sex discrimination. Massachusetts law
also prohibits sex discrimination in the workplace, including same-sex sexual harassment. The law also encourages the development of a policy guide as well as preventative training.
This intensive three-hour training session reviews best practices for managing communications and behavior to avoid incidents of sexual harassment and discrimination in the workplace. The session also details the employer responsibilities to both within a company and outside of it, investigate any complaint of sexual harassment as well as manage a positive work environment free of harassment and discrimination.
This session is a must-attend for executives and senior managers responsible for their employees as well their team’s performance in this area.
- Key Take-Aways
• The laws and regulations concerning sexual harassment and discrimination
• The responsibilities of the employer and other managers within a company related to sexual harassment and discrimination
• Key steps to building a positive work environment
• Requirements for developing a policy guide and for in-house training related to sexual harassment and discrimination
Frank Levesque is a director with Blum Shapiro, a Human Resources
Consulting Practice, providing human resources and people strategies and
solutions for clients throughout Massachusetts and New England. He is a
Senior Certified Professional in Human Resources (SHRM-SCP) and certified Emotional Intelligence EQi-2.0 trainer and coach.
John Ferrante, Associate Executive Director of the Building Trades Employers’ Association will provide an overview of the MA Paid Family & Medical Leave Law as well as update attendees on the most recent developments including exemptions and private insurance options available to contractors.
What’s different? Rather than dwelling on legal standards and what NOT to do (although this will be covered), this training will focus on WHAT TO DO – the words and actions that promote respect and fairness, and participants’ responsibility for contributing to respect in the workplace. Supervisors practice skills in responding appropriately to employee complaints and discuss how they can create a sense of respect for their employees, focusing on the employee’s perceptions of fairness and the supervisor’s responsibility to respond with emotional intelligence. Finally, supervisors are taught simple but effective ways to coach employees whose behavior might be a problem – early intervention to nip problems in the bud before they rise to the level of illegal harassment.
PRESENTERS: Feng [Kenneth] An, J.D., Director, and Elizabeth Marcus, Mediator Boston Area Office, U.S. Equal Employment Opportunity Commission
This program is being Co-held in collaboration with Building Trades Employers’ Association, Building Pathways, NECA Boston Chapter and New England Mechanical Contractors Association. Registration is limited to 50 persons.
This seminar will educate union construction contractors on everything they need to know regarding the new Massachusetts Paid Family and Medical Leave Law. With a final draft of regulations expected this week, BTEA Associate Executive Director John Ferrante and attorney Jim Grosso of O’Reilly, Grosso, Gross, and Jones will present information on the types of leave, eligibility requirements, funding sources, and aspects unique to the union construction industry.
Space is limited, so please register early! Complete the form below to have BTEA register you!
The BTEA and MCAP are proud to host the Massachusetts Commission on Discrimination (MCAD) for their 6 hour certificate training on how to handle sexual harassment and discrimination in the workplace. By attending this training, managers and supervisors will become qualified individuals to ensure compliance with the Massachusetts state law and EEOC Federal law surrounding sexual harassment and discrimination.
For the first half of this course, we will complete “Preventing and Addressing Workplace Discrimination.” After learning the basics of anti-discrimination law, we will do a deep dive into techniques and tools for addressing sexual harassment. Topics include: nuances in the sexual harassment legal standard, crafting sexual harassment policies and trainings, the role of the “code of conduct,” and bystander intervention.
This course is for supervisors or HR professionals who do not have a background in civil rights law.
In the wake of many recent high-profile sexual harassment claims, it is a certainty that your employees and their attorneys, as well as the Government and the press, will be re-focusing their attention on these important issues. Harassment, as well as bullying, can quickly go viral and cause devastating results both inside and outside of the workplace. Knowing where the line exists for illegal harassment and bullying, what to do when faced with “he said/she said allegations,” and how to promptly and effectively respond to these allegations, are just some of the challenges facing employers in this day of heightened scrutiny. This presentation will explore recent developments in the areas of harassment and bullying in the workplace and will discuss practical issues and solutions aimed at keeping your company out of the courts and out of the news.
Monica Snyder, an associate in the Boston office of Fisher Phillips, represents management on a variety of employment matters in state and federal court and before administrative agencies. Monica has defended employers against discrimination, sexual harassment and wrongful termination suits under both federal and state laws. Monica also assists employers in their liability prevention efforts by conducting employee training, preparing handbooks and implementing policies, as well as conducting pay equity audits. Monica regularly speaks on issues involving sexual harassment, including the #metoo movement.
Join the BTEA and Monica Snyder of Fisher Phillips LLP to learn about how business owners and HR departments should protect themselves in the age of digitally reported harassment and bullying. This webinar will layout the policies and procedures required by employers to ensure that their employees are not exposed to a hostile work environment and that issues are dealt with promptly.
We have presented at length the new Silica Regulations released on March 25, 2016. Although the rule is scheduled to take effect on June 23rd, 2017 it is currently being challenged in the US Court of Appeals. The consolidated case features various challenges from both labor and employers and is currently awaiting a decision from the DC Circuit Court of Appeals.
Among the employers filing challenges were the American Foundry Society; the National Stone, Sand and Gravel Association; and the National Association of Home Builders. From labor groups, statements were filed by the AFL-CIO and North America’s Building Trades Unions (NABTU).
All the employers asked for judgement on OSHA’s justification to set the permissible exposure limit (PEL) for silica at 50 micrograms, and whether complying with the PEL is technologically and economically feasible. They also want judgement on OSHA’s preference for reducing silica exposure through engineering controls, such as wet cutting and indoor filter systems instead of workers using respiratory protection.
The unions focused on requirements for when employers must offer silica exposure testing to workers and the rule not including a “medical removal” provision that would provide some job and pay protection for workers who can’t be exposed to workplace silica.
Currently compliance requirements are not until June 23, 2017. However this could be moved back depending on the time it takes for the court to rule on these issues.