Sexual Harassment Disciplinary Training in Georgia
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- Sexual Harassment Disciplinary Training in Georgia
Providing onsite Sexual Harassment seminars & Disciplinary training in the following cities:
ATLANTA | SAVANNAH | ATHENS | AUGUSTA
During our one-one-one Harassment Disciplinary and Awareness Training your employee will be challenged & counseled by our top level trainers. They will learn precisely what violations of your company’s policies, EEOC laws that govern harassment & individual statues, they have violated.
These counseling sessions are highly interactive, which we guarantee that your employee will know & understand the standards concerning the workplace & especially the Common Sense factor.
Your employee will take a Pre-Test & Post-Test to determine their exact level of knowledge & retention. This also will become a permanent part of their personnel file, along with several appropriate handouts. Our confidential written summary and professional recommendations, will make sure that your employee comprehends the exact legal statues, company guidelines & “Zero Tolerance” of future problems.
THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC) DEFINES SEXUAL HARASSMENT AS FOLLOWS:
- EXPLICITLY OR IMPLICITLY AFFECTS AN INDIVIDUAL’S EMPLOYMENT
- UNREASONABLY INTERFERES WITH AN INDIVIDUAL’S WORK PERFORMANCE
- CREATES AN INTIMIDATING, HOSTILE, OR OFFENSIVE WORK ENVIRONMENT
Workplace Harassment, Which Includes Sexual Harassment, Is Prohibited By Title Vii Of The Civil Rights Act Of 1964 Which Prohibits Employers With 15 Or More Employees From Discriminating On The Basis Of Race, Color, Sex, Religion, Or National Origin. The Law Applies To Federal, State, And Local Employers And Governs All Employment Actions. Laws Regarding Workplace Harassment Are Enforced By The Us Equal Employment Opportunity Commission (Eeoc).
IN ADDITION, SIX STATES (CALIFORNIA, CONNECTICUT, DELAWARE, ILLINOIS, MAINE, AND NEW YORK) HAVE THEIR OWN STATE LAWS SPECIFICALLY ADDRESSING SEXUAL HARASSMENT:
- CALIFORNIA – AB 1825, AB 2053, SB 396, SB 1300, SB 1343
- CONNECTICUT – CONNECTICUT HUMAN RIGHTS AND OPPORTUNITY ACT, TIME’S UP ACT
- DELAWARE – HB 360
- ILLINOIS – SB 0075 ILLINOIS HUMAN RIGHTS ACT, WORK TRANS
- PARENCY ACT
- MAINE – MAINE EMPLOYMENT LAWS REVISED STATUTE, TITLE 26, SECTION 807
- NEW YORK – NEW YORK HUMAN RIGHTS LAW § 296.1, NEW YORK CITY STOP SEXUAL HARASSMENT
Georgia Disciplinary Harassment updates
Georgia’s New Workplace Statue:
More specifically, this law would provide for liability against a co-worker/supervisor if they initiate non-consensual or unwelcome sexual advances, make commands for sexual favors, or other unwelcome verbal, visual or physical conduct of a sexual nature and either (1) the claimant’s rejection of the conduct or reporting of the conduct is used as a component of the basis for adverse employment actions or (2) the conduct has the purpose or effect of interfering with the claimant’s work performance or creating a hostile work environment. This seems to be a low bar for liability, as a claimant can allege that some unwelcome statement had the effect of interfering with his/her work performance when, in reality, the claimant is a poor performer. The bill also establishes an affirmative defense to liability if the contact is consensual or the conduct does not rise to the level of what a reasonable person would consider merely impolite.
A claimant would be able to bring an action under this statute within one year of the date of each incident or within 180 days from the exhaustion of all procedures provided for by an employer, whichever is later. Note that, as currently written, this law would not require the employee to file a charge with the EEOC before filing suit. This will give employees another shot at recovery if they blow the EEOC deadline to file a charge against the employer, and it could also be used to gather discovery from an employer before the EEOC finishes their investigation and the employee files suit under Title VII.
