Sexual Harassment Disciplinary Training in Minnesota
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ST. PAUL | MINNEAPOLIS | ROCHESTER
Sexual Harassment Disciplinary Training offers professional, effective, and Minnesota-specific remedies for harassment in the workplace. Our primary focus is on giving businesses the resources and solutions they require to establish and maintain a diverse, safe, and legally compliant workplace.
Sexual Harassment Prevention Training
Promoting a harassment-free workplace involves a lot of prevention. Employees who have received our sexual harassment prevention training are better able to identify inappropriate behavior, report it, and stop it. In order to help employees lessen workplace harassment, we hold entertaining and educational training sessions where we present Minnesota workplace laws, corporate policies, and case studies.
Sexual Harassment Disciplinary Training for Employees
It’s critical to respond appropriately to harassment whenever it occurs. Our sexual harassment disciplinary training for employees focuses on team members and equips them with the necessary knowledge and abilities to stop misconduct. This entails being aware of the company’s disciplinary procedures, enforcing its policies, and meeting the company’s duty to adhere to Minnesota’s workplace harassment regulations.
Why Choose Us?
Clients at Sexual Harassment Disciplinary Training receive individualized, effective, and adaptable services from a professional who is aware of their business needs in Minnesota. The goal of everything from disciplinary counseling to prevention training is to make sure your company keeps a courteous, cooperative, and effective team.
Take the four first steps to eliminate workplace harassment complaints. To see how our Minnesota sexual harassment disciplinary training programs and services may help Minnesota-based firms, contact us right now.
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
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
Minnesota Disciplinary Harassment updates
The Minnesota Senate Committee on Rules and Administration on Thursday voted to re-write the body’s anti-harassment and discrimination policies to more clearly outline how to report problems and advise supervisors to review complaints.
The review and investigation came after a former-Senate DFL staffer said she was sexually harassed by Clay Schwartzwalter, the half-brother of state Sen. Jason Isaacson, DFL-Shoreview. In a story broken by the Minnesota Reformer, the staffer alleged the harassment occurred between November 2019 and August 2020.
Per the Reformer, the staffer and Schwartzwalter worked for the Senate and House DFL caucuses respectively, then on Senate DFL campaigns. When the staffer reported her concerns to the DFL Party in September 2020, Schwartzwalter was given the option to resign or be fired from the campaign. He resigned. But the staffer said she felt he continued to benefit from his familial and political ties, and that her allegations were not taken seriously by those in power.
Following the probe, a Senate work group met to resolve a “lack of clarity and understanding of the policy’s obligations.” And it handed its recommendations to the Senate Rules Committee on Thursday for its approval.
After an extensive debate on Thursday, the panel voted unanimously to adopt the working group’s recommendations and to extend the group’s deadline to continue reviewing pieces that spurred disagreement.
Democrats on the panel voiced concerns about continuing to allow a hearing process for an individual accused of harassment or discrimination, noting that the third-party investigator advised against the practice out of a concern that it could prevent complainants from coming forward.
