Missouri Workplace Sexual Harassment Prevention Training

sexualharassmentdisciplinarytraining

Behavioral Correction Sessions for Workplace Misconduct in Missouri

KANSAS CITY | SPRINGFIELD | ST. LOUIS

In cases of harassment where termination does not fit, companies in Missouri must take quick action. Our disciplinary counseling engages the offending party in one-on-one structured remedial action to change behavior and document the action taken—thus assisting you in striking a balance between accountability and retention.

Personalized Coaching After an Incident

Incident-Focused Debriefing

Each session centers on the specific misconduct, clarifying what happened and why it violated policy.

Missouri Legal Standards Covered

We teach the Missouri Human Rights Act (covering employers of six or more) and Title VII compliance.

Knowledge Checks

Participants complete pre-and post-training assessments to confirm understanding and behavior adjustment.

HR-Ready Reports

Written summaries and recommendations are documented in personnel files.

Follow-Up Accountability

Monthly progress check-ins ensure ongoing improvement and reinforce expectations.

Legal Obligations Missouri Employers Can’t Overlook

Missouri law requires prompt, documented responses to harassment claims:

Statutory Coverage

The Missouri Human Rights Act applies to employers with more than six full-time employees and prohibits sex discrimination.

Timely Filing Windows

The Missouri Commission on Human Rights, or EEOC, has set a deadline of 180 days for the victim to report this crime.

Mandatory Employer Response

Employers are expected to properly investigate, address incidents, and document all actions, or there may be legal repercussions.

Our counseling process directly supports compliance with these requirements.

Missouri Workplace Case Summaries

Rapid Response Prevents Hostile Environment

In Young v. Missouri Dept. of Corrections, the action taken against the harassing coworker was immediate, notably including modification of the victim’s workspace access. If intervention is swift and speedy, the courts consider this paramount even where the harassment falls short of a hostile-environment label.

Source :YOUNG v. MISSOURI DEPARTMENT OF CORRECTIONS (2024) | FindLaw?

Cass County Lawsuits Highlight Retaliation Risk

A bailiff, after being slapped by a supervisor and thereafter marginalized, filed a suit against the Cass County Sheriff’s Office. The internal investigation found the incident constituted assault under the policy, but no arrest ensued, thus triggering a lawsuit over the perceived denial of adequate disciplinary action.

Source :Current, former employees file discrimination lawsuits against Cass County Sheriff’s Office

Retail Jury Awards for Hostile Behavior

The Missouri jury found that such a manager’s repeated intimidation and use of sexual language, including carrying a firearm to work, constituted creating a hostile environment and would support a claim for damages.

Source :Missouri Verdict Provides Case Study of ‘Hostile Work Environment

Begin Your Employee Misconduct Response Plan Today

If the misconduct took place, and termination is not the solution, a post-incident process will offer clarity, documentation, and legal compliance. We assist Missouri employers in behavior correction and risk mitigation. Contact us now to schedule a private session for your employee.

Sexual harassment seminars & Disciplinary training are available in the following cities :

KANSAS CITY | SPRINGFIELD | ST. LOUIS