Sexual Harassment Disciplinary Training in Pennsylvania

sexualharassmentdisciplinarytraining

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

PHILADELPHIA | PITTSBURGH | ALLENTOWN

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:

sexualharassmentdisciplinarytraining
  • 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

Pennsylvania Disciplinary Harassment updates

GOVERNMENT & POLITICS

Pa. House announce bills to strength Harassment laws:

  • The group of lawmakers pointed to a recent settlement with a former top aide to Gov. Josh Shapiro as motivation for the forthcoming legislation. A group of Republican women lawmakers in the Pennsylvania House announced a package of bills they plan to introduce designed to make changes to sexual harassment rules in state government.

  • “Sexual harassment is not a political issue, and it is not our intention to make it one,” Rep. Abby Major (R-Armstrong/Westmoreland) said during a Wednesday morning press conference announcing the bills. “Sexual harassment is a workplace issue.”

  • Such harassment is not usually about sex, but about power, Major added, and leaves victims humiliated and usually stunned into silence. She was one of several women who accused former Democratic state Rep. Mike Zabel of sexual harassment. Zabel resigned in March.

  • “With more and more women being elected to office in Pennsylvania and more women working here in the Capitol, it is of the utmost importance that we do better,” Major said. “And now with women in charge of both chambers, I think we are finally able to change the culture here in Harrisburg.”

  • The five bills are designed to reform rules in the wake of the Zabel resignation and following a $295,000 settlement the state paid to a woman who worked for Gov. Josh Shapiro’s former secretary of legislative affairs Mike Vereb. The woman, who the Capital-Star is not naming because of the nature of the allegations, said Vereb made improper, lewd and sexually charged remarks and that the administration’s handling of the situation forced her out of her job.

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  • The settlement payment included about $45,000 from the governor’s office and $250,000 from the taxpayer-funded state Employee Liability Self Insurance Program.
  • Major’s resolution would amend the House’s ethical conduct rules to include non-verbal acts that could be considered sexual harassment, and expand House rules to prohibit House members from engaging in sexual harassment “while performing House related services or duties or in any House owned or lease property.”
  • It would also make it easier to appeal an Ethics Committee decision about a complaint if new evidence surfaces after the complaint is dismissed in a preliminary investigation, and provide increased transparency about complaints filed before the Ethics Committee.
  • Rep. Katie Klunk (R-York) will introduce a bill that would add an exception to the state’s right-to-know law to protect the identities of sexual harassment and sexual assault victims who enter into settlement agreements with a public entity.
  • In the incident with the woman who accused Vereb, Klunk said she was “stunned” to realize that reporters who submitted right-to-know requests for the settlement agreement under the state’s public records law had access to the accuser’s name. While praising the media for not revealing the woman’s name publicly, Klunk said making the victim’s name accessible “jeopardizes the victim’s safety and their privacy.”

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

PHILADELPHIA | PITTSBURGH | ALLENTOWN