Here is today's Kansas Commission on Disability Concerns (KCDC) Americans with Disabilities Act (ADA) Information Network message.? I hope you have a wonderful day.?

Martha

*Martha K. Gabehart* | "Executive Director
"Kansas Commission on Disability Concerns (KCDC)
*Kansas Governor Laura Kelly
*900 SW Jackson, Suite 100 | Topeka, Kansas 66612
(785) 296-6525 (direct) | (785) 260-4027 (cell)

[email protected] | www.kcdcinfo.ks.gov [ [link removed] ]

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This information is from the Equal Employment Opportunity Commission (EEOC). This is a free program.? EEOC's Dallas District Mediation Team is Back to by Popular Demand? View as a webpage [ [link removed] ]. U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION? ? All You Wanted to Know About EEOC's Mediation Program Free Webinar Register Here [ [link removed] ] Wednesday, May 15, 2024 10 AM to 11 AM (CST) Katherine Perez, EEOC Dallas District Alternative Dispute Resolution Coordinator? Rosa Mosley, EEOC San Antonio Office Program Assistant? Gwen Sneed, EEOC Dallas Office Mediator Katherine Gonzalez, EEOC Dallas Office Mediator? Ian Shoff, EEOC Dallas Office Mediator Welcome- Introductions Mediators will share common questions and answers.? Open to questions from the audience Closing Remarks ASL Interpretation & CART services will be provided as we aim to create an inclusive experience. For accommodation requests or other questions, please contact:[email protected] Registration Link [ [link removed] ] Your input is essential in building a safer and more inclusive workplace. So join us and let your voice be heard! Register Here [ [link removed] ] ?U.S. Equal Employment Opportunity Commission 131 M St. NE, Washington, D.C.? 20507 www.eeoc.gov [ [link removed] ] | [email protected] 800-669-4000 | 844-234-5122 (ASL Videophone) *****? This information is from the Equali Employment Opportunity Commission (EEOC).?? View this on the EEOC Website? U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Immediate Release April 29, 2024? EEOC Releases Workplace Guidance to Prevent Harassment Builds on Previous Work, Addresses Legal Developments and Emerging Issues, Including Virtual Work Environments WASHINGTON ? Today the U.S. Equal Employment Opportunity Commission (EEOC) published final guidance on harassment in the workplace, ?Enforcement Guidance on Harassment in the Workplace.? [ [link removed] ] By providing this resource on the legal standards and employer liability applicable to harassment claims under the federal employment discrimination laws enforced by the EEOC, the guidance will help people feel safe on the job and assist employers in creating respectful workplaces. These laws protect covered employees from harassment based on race, color, religion, sex (including pregnancy, childbirth or related medical conditions; sexual orientation; and gender identity), national origin, disability, age (40 or older) or genetic information. Since the Commission last issued guidance on workplace harassment, notable changes in the law have occurred, including the Supreme Court?s decision in Bostock v. Clayton County; the EEOC convened a bipartisan Select Task Force on Harassment in the Workplace and issued a detailed report setting forth its Co-Chairs? findings and recommendations; and new issues have emerged, such as online harassment. The new guidance updates, consolidates, and replaces the agency?s five guidance documents issued between 1987 and 1999, and serves as a single, unified agency resource on EEOC-enforced workplace harassment law. It reflects the Commission?s consideration of the robust public input that it received after the guidance was posted for public comment in fall 2023. ?Harassment, both in-person and online, remains a serious issue in America?s workplaces. The EEOC?s updated guidance on harassment is a comprehensive resource that brings together best practices for preventing and remedying harassment and clarifies recent developments in the law,? said EEOC Chair Charlotte A. Burrows. ?The guidance incorporates public input from stakeholders across the country, is aligned with our Strategic Enforcement Plan [ [link removed] ], and will help ensure that individuals understand their workplace rights and responsibilities.? Between fiscal years 2016 and 2023, more than a third of all discrimination charges received by the EEOC included an allegation of harassment based on race, sex, disability, or another characteristic covered by the laws enforced by the agency. Also, since fiscal year 2018, harassment has been alleged in over half of federal sector equal employment opportunity complaints. In addition, among the 143 merits lawsuits that the Commission filed in fiscal year 2023, approximately 35% of those cases included an allegation of harassment. The guidance, approved by a majority vote of the Commission, reflects the EEOC?s commitment to protecting persons who are particularly vulnerable and persons from underserved communities from employment discrimination. It includes over 70 examples illustrating unlawful harassment, including situations involving older workers, immigrant workers, and survivors of gender-based violence. It also illustrates how employees may be subjected to unlawful harassment not only by coworkers or supervisors, but also by customers, contractors, and other third parties. In addition, the guidance addresses the growth of virtual work environments and the increasing impact of digital technology and social media on how harassment occurs in the work environment. ?As we commemorate this year?s 60th anniversary of the Civil Rights Act of 1964, the guidance will help raise awareness about the serious problem of harassment in employment and the law?s protections for those who experience it,? said Burrows. Along with the final guidance, the EEOC issued several educational resources, including a ?Summary of Key Provisions? document, document for employees, and a fact sheet for small businesses. The final guidance also highlights additional EEOC resources on workplace harassment, including the EEOC?s 2023 Promising Practices for Preventing Harassment in the Federal Sector [ [link removed] ] technical assistance document, which provides practical tips for preventing and addressing harassment within the federal civilian workforce; the agency?s 2017 Promising Practices for Preventing Harassment technical assistance document [ [link removed] ]; and the 2016 Report of the Co-Chairs of the Select Task Force on Harassment in the Workplace [ [link removed] ], which included findings and recommendations about harassment prevention strategies. The EEOC issued the proposed harassment guidance on Oct. 2, 2023, and invited the public to comment. The comment period closed on Nov. 1, 2023. The EEOC received approximately 38,000 comments and carefully considered those comments in developing this final guidance. The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov [ [link removed] ]. Stay connected with the latest EEOC news by subscribing to our email updates [ [link removed] ]. ### Office of Communications & Legislative Affairs 131 M Street NE Washington, DC 20507 TTY 202-921-3191 ASL videophone 844-234-5122 [email protected] ? ?U.S. Equal Employment Opportunity Commission 131 M St. NE, Washington, D.C.? 20507 www.eeoc.gov [ [link removed] ] | [email protected] 800-669-4000 | 844-234-5122 (ASL Videophone) ? ? ? ? ? ? ? ? ? ?
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