Sexual Harassment Disciplinary Training in Ohio

sexualharassmentdisciplinarytraining

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

COLUMBUS | CLEVELAND | CINCINNATI

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

Ohio Disciplinary Harassment updates

Ohio Company Harassment Policy should include:

Harassment Harassment in the workplace hurts the employee as well as productivity. There are basically two types of harassment. The first type occurs when an employer provides job benefits in exchange for sex.4 For example, when a job promotion is given to an employee only because the employee agrees to date the supervisor, that is called “quid pro quo” sexual harassment, and it is illegal. The second type of unlawful harassment is “hostile work environment.”5 This occurs when the unwelcome behavior is based on a protected class (sex, race, religion, etc.) and is so severe or pervasive that it interferes with the victim’s ability to do his or her job.

The everyday stress of work doesn’t generally create a hostile work environment. Again, the key is severity and pervasiveness. Because this definition hinges on behavior that is either “severe” or “pervasive,” it is worth noting that “teasing” can easily slide into “bothering someone” and “bothering someone” can become unlawful “harassment.” As a result, when an employee complains of offensive behavior, the employer should take the complaint seriously. Even if the behavior that elicits a complaint is not illegal, the behavior nevertheless bothers someone, has a negative impact on work morale and, potentially, lowers productivity. The best path is to free a workplace of such negative conduct. Employers that have reasonable anti-harassment policies and complaint procedures have an “affirmative defense” against lawsuits alleging harassment.6 A court might dismiss a harassment lawsuit if the employer has and follows anti-harassment policies and procedures.

 

This defense requires evidence that an employer acted promptly to correct a reported problem. To that end, a reasonable anti-harassment policy should:

  • Be clear and precise.
  • Be expressed in writing and broadly communicated.
  • Include annual renotification and in-person training.
  • Define the roles and responsibilities of all parties (i.e., the employees and the employers).
  • Identify the conduct that is prohibited. (The conduct prohibited by the employer should include more than just unlawful conduct, and it should not be limited to sexual conduct. It should also prohibit conduct based on race, religion, etc.)
  • Create a clearly described complaint process with multiple impartial paths to report harassment, including a path outside the direct supervisory chain.
  • Explain what will be done if harassment is reported, emphasizing that a prompt and thorough investigation by impartial management officials will occur.
  • Cover harassing conduct by anyone in the workplace — including the conduct of a manager, coworker or even a nonemployee, such as a vendor.
  • To the extent possible, ensure confidentiality.
  • Ensure that corrective action will be taken (including, but not necessarily requiring, discipline) if harassment in violation of the policy has occurred.
  • Ensure that retaliation against the employee reporting the conduct will not be tolerated. And, if retaliation does occur, it should also be reported.
Please enable JavaScript in your browser to complete this form.

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

COLUMBUS | CLEVELAND | CINCINNATI