Sexual Harassment Disciplinary Training in Delaware
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- Sexual Harassment Disciplinary Training in Delaware
Providing onsite Sexual Harassment seminars & Disciplinary training in the following cities:
WILMINGTON | DOVER | NEWARK | LEWES
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 TRANSPARENCY 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
Delaware Disciplinary Harassment updates
New Delaware Law Mandates Anti-Harassment Training:
Delaware recently became the latest state to mandate sexual harassment prevention training. On August 29, 2018, Governor John Carney signed SB 360 into law, amending Delaware’s Discrimination in Employment Act to address sexual harassment and to require large employers to provide training on the prevention of sexual harassment. The law goes into effect on January 1, 2019, and initial training must be complete by January 1, 2020.
With this legislation, Delaware’s definition of sexual harassment will now be in line with that under federal law. Under Delaware’s new law, the Delaware Department of Labor will create an information sheet on sexual harassment for employers to distribute to employees. Every employer with four or more employees will be required to physically or electronically distribute the information sheet to new employees at the commencement of employment and to existing employees by July 1, 2019.
Perhaps of most significance is the law’s requirement that employers with at least 50 employees in Delaware must provide interactive training and education to employees regarding the prevention of sexual harassment. The training must be provided to new employees within one year after employment begins and to existing employees by January 1, 2020. In addition, employers must repeat the training every two years.
Training for staff must include:
a statement regarding the illegality of sexual harassment;
the definition of sexual harassment, with examples;
the legal remedies and complaint process available to employees;
directions on how to contact the Delaware Department of Labor (which administers the state’s laws against discrimination and harassment); and
instruct employees that retaliation is prohibited.
The interactive seminar for supervisors additionally must include information about the specific responsibilities of a supervisor in preventing and correcting sexual harassment.