Speaker Profile
U. HAROLD LEVY
U. Harold Levy is a national and international speaker, trainer, consultant and recognized expert on civil right issues, human resources, leadership, and management. Mr. Levy has over 25 years of experience in the profession, most recently as the Eastern Regional Business Enterprise Analyst for the State of Pennsylvania. Some of Harold's clients have included major pharmaceutical corporations, Police Departments, colleges and universities, and state and county government agencies. Mr. Levy has published several articles on topics relating to Equal Employment Opportunity and Affirmative Action, Equity Issues, Civil rights and Human Resource Issues. A graduate of the Pennsylvania State University, Harold Levy has a Bachelor's degree in International Relations, a Master's Degree in Public Administration and is a certified Mediation Counselor. Mr. Levy is the recipient of many awards including the prestigious Administrative Service Award at the University of Minnesota Duluth, and the Tri-State Consortium of Opportunity Programs for New Jersey, New York, and Pennsylvania. Mr. Levy is an adjunct Sociology Professor at Northampton Community College and serves in several communities and professional organizations.
![How to Handle Tricky Employee Absenteeism Problems? How to Handle Tricky Employee Absenteeism Problems?](https://www.grceducators.com/image/cache/catalog/2022-Speaker%20/85-95%20-%20NEW%20IMAGE/U.%20Harold%20Levy-80x90.jpg)
U. Harold Levy
July 16 2024
01 : 00 PM EST
60 Minutes
How to Handle Tricky Employee Absenteeism Problems?
When employees don’t play fair with your organization’s absentee policy and take an unplanned or excessive time off, it causes problems and you need solutions! This webinar will teach you how to create or update your attendance policy which complies with legal standards and which can be flexible enough to meet the demands of different departments or positions. The program will also address federal and state..
![How to Comply with the New EEO-1 Reporting Changes? How to Comply with the New EEO-1 Reporting Changes?](https://www.grceducators.com/image/cache/catalog/2022-Speaker%20/85-95%20-%20NEW%20IMAGE/U.%20Harold%20Levy-80x90.jpg)
U. Harold Levy
August 08 2024
01 : 00 PM EST
60 Minutes
How to Comply with the New EEO-1 Reporting Changes?
The EEO-1 Component 1 report is a mandatory annual data collection that requires all private sector employers with 100 or more employees, and federal contractors with 50 or more employees meeting certain criteria, to submit workforce demographic data, including data by job category and sex and race or ethnicity, to the EEOC. The authorities under which EEO-1 Component 1 data are collected include a number o..
![Cross Culture/ Cross Gender Communication Cross Culture/ Cross Gender Communication](https://www.grceducators.com/image/cache/catalog/2022-Speaker%20/85-95%20-%20NEW%20IMAGE/U.%20Harold%20Levy-80x90.jpg)
U. Harold Levy
September 12 2024
01 : 00 PM EST
60 Minutes
Cross Culture/ Cross Gender Communication
This program examines the concept of communication and the challenge of communicating with people who have different cultural and/or gender backgrounds and experiences. We look at communication in relation to gender as well as culture and explore how various communication issues can affect the workplace.Participants consider what communication is and what it's not, what makes it work and what hinders it. Th..
![The Pregnancy Discrimination Act (PDA) and How Companies can be Compliant The Pregnancy Discrimination Act (PDA) and How Companies can be Compliant](https://www.grceducators.com/image/cache/catalog/2022-Speaker%20/85-95%20-%20NEW%20IMAGE/U.%20Harold%20Levy-80x90.jpg)
U. Harold Levy
October 10 2024
01 : 00 PM EST
60 Minutes
The Pregnancy Discrimination Act (PDA) and How Companies can be Compliant
Pregnancy discrimination involves treating a woman (an applicant or employee) unfavorably because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. The Pregnancy Discrimination Act (PDA) is an amendment to Title VII of the Civil Rights Act of 1964. Discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination un..
![What Laws are the EEOC Responsible for and How Companies Can Be Compliant What Laws are the EEOC Responsible for and How Companies Can Be Compliant](https://www.grceducators.com/image/cache/catalog/2022-Speaker%20/85-95%20-%20NEW%20IMAGE/U.%20Harold%20Levy-80x90.jpg)
U. Harold Levy
November 07 2024
01 : 00 PM EST
60 Minutes
What Laws are the EEOC Responsible for and How Companies Can Be Compliant
The EEOC provides leadership and guidance to federal agencies on all aspects of the federal government's equal employment opportunity program. EEOC assures federal agency and department compliance with EEOC regulations, provides technical assistance to federal agencies concerning EEO complaint adjudication, monitors and evaluates federal agencies' affirmative employment programs, develops and distributes fe..
![ADA Accommodation and Compliance: What Should the Process between Employer and Employee Should Look Like? ADA Accommodation and Compliance: What Should the Process between Employer and Employee Should Look Like?](https://www.grceducators.com/image/cache/catalog/2022-Speaker%20/85-95%20-%20NEW%20IMAGE/U.%20Harold%20Levy-80x90.jpg)
U. Harold Levy
December 03 2024
01 : 00 PM EST
60 Minutes
ADA Accommodation and Compliance: What Should the Process between Employer and Employee Should Look Like?
This webinar explores the issue of what should the process be between employer and employee when trying to accommodate individuals with disabilities while complying with the Americans with Disabilities Act. Areas Covered What is an employer’s obligation to provide a “reasonable accommodation”Why should the employee initiate the request for accommodation?When requesting a reasonable accommodation what should..
![Sexual Harassment in the Age of Social Media - Investigation, Assessment and Prevention Strategies Sexual Harassment in the Age of Social Media - Investigation, Assessment and Prevention Strategies](https://www.grceducators.com/image/cache/catalog/2022-Speaker%20/85-95%20-%20NEW%20IMAGE/U.%20Harold%20Levy-80x90.jpg)
U. Harold Levy
January 09 2025
01 : 00 PM EST
60 Minutes
Sexual Harassment in the Age of Social Media - Investigation, Assessment and Prevention Strategies
Recognize sexual harassment if it occurs and create a positive work environment free from sexual harassment.Describe federal and state laws and policies that prohibit sexual harassment and describe the necessary components of an organization’s policy and expectations with respect to sexual harassment. Discuss sexual harassment and how it affects its victims and the work environment.Describe what is necessar..
![The Family and Medical Leave Act and How Employer’s Can Be Compliant The Family and Medical Leave Act and How Employer’s Can Be Compliant](https://www.grceducators.com/image/cache/catalog/2022-Speaker%20/85-95%20-%20NEW%20IMAGE/U.%20Harold%20Levy-80x90.jpg)
U. Harold Levy
February 07 2025
01 : 00 PM EST
60 Minutes
The Family and Medical Leave Act and How Employer’s Can Be Compliant
The Family and Medical Leave Act (FMLA) provide certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave. FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate t..
![The Pregnancy Discrimination Act (PDA) and How Company's can be Compliant The Pregnancy Discrimination Act (PDA) and How Company's can be Compliant](https://www.grceducators.com/image/cache/catalog/Speaker/85x95/U.%20HAROLD%20LEVY-80x90.png)
The Pregnancy Discrimination Act (PDA) and How Company's can be Compliant
The Pregnancy Discrimination Act (PDA) is an amendment to Title VII of the Civil Rights Act of 1964. Discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII. Women affected by pregnancy or related conditions must be treated in the same manner as other applicants or employees who are similar in their ability or inability to w..