Sexual Harassment Disciplinary Training in Iowa

sexualharassmentdisciplinarytraining

Providing onsite Sexual Harassment seminars & Disciplinary training in the following cities:

INDIANAPOLIS | FORT WAYNE | EVANSVILLE

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

Iowa Disciplinary Harassment updates

Illinois Company Settles EEOC Sexual Harassment Case For $75,000

Harassment in Iowa is a criminal offense that carries with it serious consequences. As such, it is important to understand the nature of harassment, the types of charges associated with this offense, aggravating factors, sentencing guidelines and potential penalties, common defense and prosecution strategies, grounds for appeal if convicted, how Iowa might treat this offense differently than other states, and 3:4 controversial cases with outcomes and why they were controversial. This overview will provide an Insite to exploration of each of these topics in relation to Harassment in Iowa.

Definition of Harassment in Iowa

In Iowa, harassment‚ is defined as ‚any intentional act or course of conduct which has no legitimate purpose, and which annoys, threatens, terrorizes, alarms or puts a person in fear of physical or mental harm.‚ The type of behavior that qualifies as harassment can vary, but can include things such as stalking, making unwanted phone calls or text messages, or posting derogatory comments or images online. In order for the behavior to be considered harassment, it must cause another person distress or harm, either mentally or physically.
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Sexual harassment seminars & Disciplinary training are available in the following cities;

INDIANAPOLIS | FORT WAYNE | EVANSVILLE