Description

Still Training Your Managers on Guidance That Doesn't Exist?

On January 22, 2026, the EEOC rescinded its entire 2024 Enforcement Guidance on Harassment in the Workplace — the same guidance most HR departments built their policies, training decks, and investigation protocols around. Your handbook is now citing a document the EEOC has officially walked away from. Your managers are being trained on a framework that no longer applies. Your DEI programs may be creating Title VII exposure under the March 2025 EEOC/DOJ joint guidance. And after Ames v. Ohio Dept. of Youth Services, every majority-group employee who files a harassment or retaliation claim against you just got a much easier path to court. The question isn't whether you need to update your harassment compliance program. The question is how long you're willing to operate without one that actually holds up.

After this webinar attendees will be able to answer —

• Is our existing harassment policy still legally defensible now that the 2024 EEOC guidance has been rescinded in full?
• Which sections of our handbook, training materials, and investigator scripts need to be rewritten this quarter — not next year?
• How do we handle pronoun, bathroom-access, and gender-identity complaints when federal guidance no longer addresses them but state and local laws (NY, CA, IL, and others) still do?
• Why are "reverse discrimination" harassment and retaliation claims suddenly easier to win post-Ames, and how do we defend our investigations against them?
• Is our DEI program — including ERGs, mentorships, and unconscious-bias training — now a Title VII liability after the March 2025 EEOC/DOJ joint guidance?
• Without the 2024 EEOC framework, what standard will federal courts and state agencies actually apply when reviewing our investigation?
• What does "protected activity" look like in 2026, and how is the EEOC now scrutinizing retaliation claims under Chair Lucas?
• If the BE HEARD Act of 2026 passes, what will change overnight — and how do we get ahead of it now?
• How do we document a harassment investigation so that it survives litigation under three competing legal regimes: Title VII, the rescinded-but-still-cited 2024 framework, and state/local law?

Webinar details —

Most HR teams are still operating as if the April 2024 EEOC Enforcement Guidance is law. It isn't. Not anymore.

In May 2025, a Texas federal court vacated the gender-identity and sexual-orientation portions. In January 2026, the EEOC rescinded the entire document by a 2-1 vote — without notice, without comment, without a replacement. The Commission's most detailed harassment framework in 25 years is gone. What replaces it? Nothing. A vacuum. And vacuums are where lawsuits live.

This session is built for HR leaders who don't have the luxury of waiting for clarity. We'll walk through exactly what changed, what survived, and what every employer needs to fix before their next harassment complaint lands. Topics include:

• The exact status of quid pro quo and hostile work environment doctrine after the rescission — what the EEOC still enforces and what it no longer claims authority over
• Employer liability when the harasser is a supervisor, coworker, or non-employee (customer, vendor, contractor) — and how the analysis has shifted
• The post-Ames retaliation landscape: why majority-group claims are now your biggest underestimated exposure
• Rebuilding harassment training that satisfies state law (NY, CA, IL, CT, ME, WA) when the federal floor has dropped
• The DEI compliance trap: what the March 2025 EEOC/DOJ joint guidance actually requires you to dismantle, modify, or document
• Investigation documentation that holds up when the legal standard itself is in flux
• A practical 30/60/90-day audit checklist HR can run on their own policies starting Monday

Bring your existing harassment policy. By the end of this session, you'll know exactly which paragraphs to rewrite.

Why you can't afford to skip this one —

Every harassment complaint filed against your organization in 2026 will be evaluated against a legal framework that didn't exist 12 months ago. Plaintiff's lawyers already know this. State enforcement agencies already know this. The only group still operating on the old map is HR. If that's you, you have weeks — not quarters — to catch up.

This webinar benefits the following agencies —

• Private-sector employers across all industries and headcount sizes
• Federal contractors and subcontractors navigating the OFCCP transition to EEOC
• Healthcare systems, hospitals, and long-term care facilities
• Financial services, insurance, and professional services firms
• Manufacturing, logistics, and warehousing operations
• Educational institutions (K-12, higher education, vocational)
• Retail, hospitality, and food service organizations
• Technology companies and remote-first / hybrid employers
• Staffing agencies and PEOs
• Nonprofits, associations, and religious-affiliated employers
• Employment law firms and outside counsel advising employer clients

Who should attend?

• Chief Human Resources Officers (CHROs) and VPs of Human Resources
• HR Directors, HR Managers, and HR Business Partners
• HR Generalists and HR Coordinators responsible for policy and complaints
• Employee Relations Managers and Workplace Investigators
• EEO Officers, Title VII Compliance Officers, and Civil Rights Coordinators
• DEI Leaders, Belonging Officers, and ERG Sponsors re-evaluating program design
• In-House Counsel and Employment Law Attorneys
• Compliance Officers and Ethics Officers
• Risk Managers and Enterprise Risk Leaders
• Learning & Development professionals owning anti-harassment training
• Operations and Plant Managers with frontline supervisory responsibility
• Business owners, founders, and C-suite leaders of small and mid-market employers