{"id":2236,"date":"2023-10-04T12:44:19","date_gmt":"2023-10-04T16:44:19","guid":{"rendered":"https:\/\/www.bowditch.com\/campuscounselnewengland\/2023\/10\/04\/client-alert-eeoc-releases-proposed-guidance-on-workplace-harassment\/"},"modified":"2023-10-04T12:53:45","modified_gmt":"2023-10-04T16:53:45","slug":"client-alert-eeoc-releases-proposed-guidance-on-workplace-harassment","status":"publish","type":"post","link":"https:\/\/www.bowditch.com\/campuscounselnewengland\/2023\/10\/04\/client-alert-eeoc-releases-proposed-guidance-on-workplace-harassment\/","title":{"rendered":"EEOC Releases Proposed Guidance on Workplace Harassment"},"content":{"rendered":"

On October 2, 2023, the Equal Opportunity Commission (\u201cEEOC\u201d) formally published its proposed \u201cEnforcement Guidance on Harassment in the Workplace<\/a>\u201d (the \u201cProposed Guidance\u201d).<\/p>\n

While the Proposed Guidance primarily guides the reader through the fundamental elements of harassment in the workplace and provides clarifying hypotheticals, it also incorporates recent case law and addresses subjects of topical interest, including the increase in remote work, abortion rights, and the #MeToo movement. The EEOC\u2019s handling of notable social touchpoints and recent case law is summarized below.<\/p>\n

Guidance Clarifies the Scope of Sex Discrimination or Harassment<\/h2>\n

In the 2020 case of\u00a0Bostock v. Clayton County<\/em>, the Supreme Court held that discrimination or harassment based on “sex,” as prohibited by Title VII of the Civil Rights Act of 1964, includes discrimination based on sexual orientation and gender identity.\u00a0The Proposed Guidance reflects this decision, stating that Title VII\u2019s protections extend to LGBTQ+ employees.<\/p>\n

The Proposed Guidance reminds employers that discrimination and harassment based on \u201csex\u201d includes harassment based on pregnancy, childbirth, and \u201crelated medical conditions.\u201d Taking this a step further, the EEOC states that \u201crelated medical conditions\u201d include employees\u2019 decisions related to contraception and abortion.<\/p>\n

Guidance Addresses Harassment in a Remote Work Environment<\/h2>\n

The EEOC clarifies that conduct in a virtual work environment, including electronic communications using private phones, computers or social media accounts, can contribute to a hostile work environment if they impact the workplace. The EEOC adds that, for example, an employee who is the subject of ethnic epithets posted on a coworker\u2019s personal social media page could be subjected to a hostile work environment if the employee is directly exposed to the post or other coworkers see the post and discuss it at work.<\/p>\n

Guidance Updates Anti-Harassment Policy Requirements<\/h2>\n

The EEOC\u2019s most recent Policy Guidance on Current Issues of Sexual Harassment, released in 1990, stated that an employer\u2019s anti-harassment policy must be \u201cclearly and regularly communicated,\u201d include a \u201cprocedure for resolving sexual harassment complaints,\u201d \u201cencourage victims of harassment to come forward,\u201d provide reporting options to a reporting party outside of their immediate supervisor, \u201censure confidentiality as much as possible,\u201d and \u201cprovide effective remedies.\u201d<\/p>\n

Largely reflecting existing case law, the Proposed Guidance clarifies that an effective anti-harassment policy should be \u201ccomprehensible to workers, including those who the employer has reason to believe might have barriers to comprehension\u201d (e.g., limited English proficiency), and should include:<\/p>\n

    \n
  1. A definition of the prohibited conduct;<\/li>\n
  2. A requirement that supervisors report harassment;<\/li>\n
  3. A statement that \u201c[c]learly identifies accessible points of contact\u201d for reporting purposes, including contact information; and<\/li>\n
  4. Explain the complaint process, including \u201cadequate\u201d anti-retaliation and confidentiality protections.<\/li>\n<\/ol>\n

    The guidance also includes a \u201cnon-exhaustive\u201d list of the elements of an effective training: an overview of the employer\u2019s anti-harassment policy and complaint process; examples of prohibited harassment and conduct that, \u201cif left unchecked,\u201d could rise to the level of harassment; information on rights for those who witness, experience, or report harassment; and information for supervisors and managers on how to \u201cprevent, identify, stop, report, and correct harassment.\u201d The EEOC states that training should be \u201ctailored\u201d to the workplace and workforce, provided on a \u201cregular basis\u201d to all employees, and provided in a \u201cclear, easy-to-understand style and format.\u201d<\/p>\n

    The Proposed Guidance is available for public comment until November 1st<\/sup>. While the EEOC has previously released proposed harassment guidance without ever finalizing it, employers should expect the EEOC to release a finalized version of the Proposed Guidance after the notice and comment period has expired. Employers should review the Proposed Guidance in full, consider submitting a comment, and keep an eye out for the final version of the guidance.<\/em><\/p>\n

     <\/p>\n

     <\/p>\n","protected":false},"excerpt":{"rendered":"

    On October 2, 2023, the Equal Opportunity Commission (“EEOC”) formally published its proposed “Enforcement Guidance on Harassment in the Workplace” (the “Proposed Guidance”). While the Proposed Guidance primarily guides the reader through the fundamental elements of harassment in the workplace and provides clarifying hypotheticals, it also incorporates recent case law…<\/p>\n","protected":false},"author":1,"featured_media":2101,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"jetpack_post_was_ever_published":false,"_links_to":"","_links_to_target":""},"categories":[69],"tags":[597,17,72,598],"class_list":["post-2236","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-harassment","tag-anti-harassment-policies","tag-discrimination","tag-harassment","tag-remote-work"],"acf":[],"yoast_head":"\nEEOC Releases Proposed Guidance on Workplace Harassment - Campus Counsel<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.bowditch.com\/campuscounselnewengland\/2023\/10\/04\/client-alert-eeoc-releases-proposed-guidance-on-workplace-harassment\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"EEOC Releases Proposed Guidance on Workplace Harassment - Campus Counsel\" \/>\n<meta property=\"og:description\" content=\"On October 2, 2023, the Equal Opportunity Commission (“EEOC”) formally published its proposed “Enforcement Guidance on Harassment in the Workplace” (the “Proposed Guidance”). 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