Sexual Harassment Disciplinary Training in Maryland
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Training for Employee Harassment Misconduct in Maryland
BALTIMORE | COLUMBIA | GERMANTOWN
Employers across Maryland must take legally compliant, results-driven steps to respond to workplace harassment. When retaining an employee after a misconduct incident, disciplinary counseling offers a structured path forward. Our Maryland-based one-on-one sessions are designed to document accountability, retrain behavior, and reduce employer liability under federal and Maryland-specific laws.
Structured One‑on‑One Post‑Incident Intervention
Focused Behavioral Correction
Private sessions are tailored to the misconduct, incorporating the incident report, company policy violations, and employee history.
Maryland Law & Federal Compliance
Training is aligned with Title VII, Maryland Fair Employment Practices Act (FEPA), and recent case rulings. The content addresses protected classes, retaliation risks, and EEOC enforcement protocols.
Measurable Knowledge Assessment
Each employee completes a pre-session test and a post-session evaluation to measure understanding and improvement.
Formal Documentation for Internal Use
Your HR department receives a confidential summary, behavior analysis, and long-term recommendations. This material supports any future performance decisions.
Follow-Up and Progress Monitoring
Our trainers provide monthly reports to designated leadership, ensuring consistent behavior correction and reinforcement of company expectations.
Our disciplinary process meets both legal standards and business needs—without ambiguity.
Employer Responsibilities Under Maryland Law
Maryland mandates clear, timely responses to workplace harassment incidents, especially when retaining the employee.
FEPA Covers More Than Federal Law
Maryland’s FEPA applies to businesses with 15+ employees and includes broader definitions of harassment, including hostile work environment and retaliation.
Prompt Investigations Required
The Maryland Commission on Civil Rights (MCCR) enforces strict guidelines on employer investigations. Failing to respond adequately can result in civil penalties and public exposure.
Written Corrective Measures
Employers must demonstrate steps taken after misconduct. This includes documented counseling, policy reinforcement, and behavior tracking.
Our disciplinary training sessions help you meet these obligations while showing a good-faith effort to address internal risk.
Maryland Workplace Updates
The Maryland Department of Health’s Finan Center in Cumberland agreed to a $270,000 settlement with the EEOC. The complaint cited both pay disparity and alleged gender-based harassment. The consent decree mandates back pay and policy restructuring.
Golden Entertainment to Pay $100,000 Over Harassment & Retaliation
Golden Entertainment Inc., operator of Rocky Gap Casino, settled an EEOC lawsuit for $100,000. A female bartender reported sexual harassment and threats from a male coworker; despite reporting it, management allegedly failed to act and then penalized her. The settlement includes training and monitoring measures.
Takoma Park Police Harassment Settlement Reaches $1 Million
Takoma Park, MD, agreed to pay $1 million to settle claims by a former police dispatcher alleging sexual harassment and retaliation by a supervising sergeant. The accuser cited repeated unwanted advances and pressure to keep quiet; the settlement addressed discipline and reputational harm.
Source: Sexual harassment claim against Takoma Park police settled for $1 million – The Washington Post
These examples demonstrate how both private companies and public agencies across Maryland are under increasing pressure to act decisively after misconduct.
Schedule Maryland-Based Disciplinary Training
If termination is not the preferred option, employers must act with clarity and speed. Our post-incident disciplinary training in Baltimore, Columbia, Germantown, and surrounding areas helps companies correct behavior, protect legal standing, and maintain internal order. Contact us now to schedule a confidential session.
