Sexual Harassment Disciplinary Training in Georgia
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Georgia Sexual Harassment Training
Actually, Georgia is also known as the Peach State, besides being known for its great history and hospitality as well as its landscapes, from dense urbanization to high mountains. There are business organizations in Georgia that are thriving with a strong economy and a vibrant community. It is very well-kept necessary in this environment for a workplace to be respectable for success.
Why Choose Us?
- Expertise in Georgia: We know Georgia’s laws and culture, so our training is more applicable and effective.
- Trained by Experts: Our trainers are reputed industry experts with considerable experience in addressing issues like workplace ethics, legal compliance, and employee relations.
- All-rounder: Stressing from prevention to discipline in between, we have complete training on handling sexual harassment issues in the workplace.
- Custom Program: Whether you are looking for company-wide training or need one-on-one disciplinary counseling regarding sexual harassment, we have tailored our services to match your needs.
- Proven Impact: Organizations using us have experienced the metamorphosis of culture at workplaces as well as reduced incidents of misconduct.
Our Offerings
- Sexual Harassment Prevention Training: Get your team informed and equipped to stop inappropriate behaviors from happening and to build respect among people.
- Disciplinary Training for Employees : Educate employees on workplace policies, what happens if they violate those policies, the significance of the policies, and compliance.
- Disciplinary Sexual Harassment Counseling: Personal Counseling to the individuals undergoing harassment cases and to encourage resolution and responsibility for development.
- Interactive Workshops: Engage your team seriously into very animated sessions to raise awareness and stimulate proactive activities.
Georgia Disciplinary Harassment updates
Georgia’s New Workplace Statue:
Georgia legislators have introduced a bill, HB 1121, that provides for a new, state-level cause of action for sexual harassment against individual co-workers or supervisors and allows for the recovery of lost wages, benefits, compensatory damages, reasonable attorney’s fees, court costs and “other related expenses.” The bill has passed the Tort Reform Committee, and it next will go to the Rules Committee. If the bill is voted into law, it would: (1) allow plaintiffs to fast track sexual harassment claims by skipping the EEOC and going straight to state court, but still provide the ability to recoup attorney’s fees (a huge leverage point in negotiations); (2) lower the bar for liability on claims filed in state court; and (3) provide a safe harbor for plaintiffs who miss the 180 day EEOC deadline.
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.
Get Started with Us
Ready to improve your Georgia’s environment in Georgia? Contact us now to get more information about our Georgia Sexual Harassment Disciplinary Training Programs. Let us get to work creating a respectful and compliant workplace in which your team can prosper.