My Manager is a Bully – What Do I Do?
Sherry Shavit - 1 hour - January 9th, 2018
Sherry B. Shavit, Esq. is a Partner at Tharpe & Howell, LLP, the largest law firm in the San Fernando Valley. For over 20 years, Ms. Shavit has counseled and defended employers, from Fortune 500 companies to local businesses, on labor and employment matters, including class actions, PAGA, wage and hour, medical/disability leave, discrimination, harassment, retaliation, wrongful termination and proprietary information protection. She also prepares and updates employee handbooks and other policies, procedures, and employment contracts, conducts anti-harassment training, workplace investigations, and workforce reduction/ layoffs. She is the Legislative Affairs Chair for PIHRA Woodland Hills and presents “The Legal Brief” at each monthly membership breakfast.
Ms. Shavit also is a contributing author to the CEB publication “Drafting Employment Documents for California Employers.” She also serves on the LA County Bar’s subcommittee on wage and hour class actions. In 2007-2010, Ms. Shavit was designated as a Southern California Super Lawyers Rising Star in Law & Politics Magazine and Los Angeles Magazine. She also was selected as a Top Attorney by Pasadena Magazine in 2012 and 2014. Ms. Shavit holds a J.D. from USC Law Center and a B.S. from UCLA.
2018 Legal Update On-Demand Sponsored By:
Credits
CalBar - MCLE:1.0, HRCI - HR (General):1.0, SHRM - PDC:1.0
Description
While 2017 undoubtedly will be in the history books for many things, the explosive wave of harassment allegations is one that will continue to reverberate into 2018 and beyond. But, bullying and retaliatory conduct also can cause significant disruptions in the workplace and potential legal liability. In this session, we will discuss what businesses can do to identify and minimize bullying and retaliatory conduct in their workplace.
Key Objectives:
1. The impact of bullying/retaliation in the workplace
2. Identifying the signs of bullying and why it happens
3. When bullying/retaliation rises to the level of being unlawful
4. Proactive measures employers can take to minimize the likelihood of bullying or retaliation occurring in the workplace
5. Legal requirements for training on bullying and retaliation
6. Appropriate actions to take when an employee does complain about such behavior.
2. Identifying the signs of bullying and why it happens
3. When bullying/retaliation rises to the level of being unlawful
4. Proactive measures employers can take to minimize the likelihood of bullying or retaliation occurring in the workplace
5. Legal requirements for training on bullying and retaliation
6. Appropriate actions to take when an employee does complain about such behavior.
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