Missouri Workplace Sexual Harassment Prevention Training
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- Sexual Harassment Disciplinary Training in Missouri
Behavioral Correction Sessions for Workplace Misconduct in Missouri
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’
