Sexual Harassment Disciplinary Training in North Carolina
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Disciplinary Counseling for Workplace Harassment Incidents in North Carolina
CHARLOTTE | RALEIGH | GREENSBORO
We see employers in North Carolina increasingly pressured to take swift and lawful action in cases of workplace misconduct. If an employee is not terminated, corrective training then becomes a formal, structured solution. Our disciplinary counselling sessions are geared towards any harassment incident, not as a general awareness program, but as a direct response to employee misconduct.
This program is especially for employers who are confronted with a violation and, with professional intervention, need to nudge it toward correction and away from legal liabilities or maintain workplace standards. The sessions are private and configured on a case-by-case basis to address both your internal HR policies and North Carolina law on employment.
Targeted One-on-One Counseling Sessions
Our team of professional trainers provides a one-on-one session for the employee in question. These sessions serve to review what occurred in terms of conduct, show the employee how their conduct contravened company policy and the law, and place accountability upon them using a defined corrective approach.
North Carolina laws do not require employers to retain employees after misbehavior; yet if they do, they have to establish that proper disciplinary steps were undertaken. That counseling, incidentally, forms one of the important aspects of such an answer.
Key components of our post-incident disciplinary training include:
- Customized instruction based on the incident and your internal policy
- Clarification of relevant federal laws and North Carolina state statutes on harassment
- Clear emphasis on legal consequences and personal responsibility
- Structured corrective guidance from experienced compliance professionals
- Interactive Q&A to ensure retention and legal understanding
Performance Evaluation & Documentation
Each knowledge session features a mandatory knowledge test, which assesses the employee’s comprehension of the subject. Pre- and post-training assessments tend to ascertain whether the employee now comprehends what the offense consists of and how serious it is.
All findings are formally documented for inclusion in the employee’s personnel file. This includes:
- Confidential behavioral assessments
- Written summary of the training and topics discussed
- Customized recommendations for continued monitoring
- Official documentation demonstrating employer response
Our approach aligns incentives for mitigation of legal risk on the employer’s side with correcting behavior in a legally defensible manner.
Accountability, Not Awareness
This is not a general education seminar; rather, it is a targeted disciplinary intervention for an employee or employees who have already violated workplace standards. The goal is to safeguard your business, improve compliance, and reinforce consequences.
Usually confidential, sessions last from one to two hours, depending on the nature of the event
North Carolina Workplace Misconduct Updates
EEOC Sues Gator Strong Services for Sexual Harassment & Discrimination
Formerly operating in Wilmington, NC, Gator Strong, LLC is under federal action after the COO repeatedly harassed the office manager for sexual remarks and propositions. When she declined, she was fired. The EEOC suit highlights a clear hostile work environment and retaliation issues.
Enforge LLC Settles Sexual Harassment and Retaliation Case for $35,000
At a plant in Albemarle, a female employee was subjected to repeated harassment by male coworkers, including intentional flashing. Upon her raising any objections, she was sent home and later terminated. The EEOC intervened, and Enforge LLC agreed to pay $35K in settlement and revise its policies.
Source: Enforge, LLC to Pay $35,000 in EEOC Sexual Harassment and Retaliation Suit
EEOC Sues Balfour Beatty Infrastructure, Inc. for Hostile Work Environment
A female truck driver working with Balfour Beatty in Craven County, NC, was in a hostile environment created by male coworkers for more than a year—explicit texts, degrading language, and gender-based harassment. The victim’s complaints were ignored, and she was wrongfully demoted. The EEOC brought a suit, and Balfour Beatty paid $80,000 to settle and agreed to anti-harassment reforms.
Request a Confidential Consultation
Schedule a private disciplinary session for an employee or get consultation on your post-incident response strategy with us today. Our training professionals in North Carolina can hold onsite sessions in Charlotte, Raleigh, Greensboro, and other major cities across the state.
