Sexual Harassment Disciplinary Training in South Carolina
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- Sexual Harassment Disciplinary Training in South Carolina
Providing onsite Sexual Harassment seminars & Disciplinary training in the following cities:
CHARLESTON | COLUMBIA
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
Carolina Disciplinary Harassment updates
Burger King Franchise to Pay $60,000 to Settle EEOC Sexual Harassment and Retaliation Suit
Employer Allowed Abuse of Pregnant Employee and Fired Her After She Complained, Federal Agency Charged . . . . .
ASHEVILLE, N.C. – North Georgia Foods, Inc., a Georgia-based company operating several Burger King restaurants, including one in Murphy, North Carolina, has agreed to pay $60,000 and provide other relief to settle a sex harassment, retaliation and pregnancy discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. According to the EEOC’s complaint, from at least August 2018 through approximately July 2019, a team member at North Georgia Foods’ Murphy, North Carolina location was sexually harassed by a male assistant manager. The harassment included vulgar sexual comments, threatening behavior and unwelcome sexual touching. The team member complained multiple times and asked not to work alone with the male assistant manager. North Georgia Foods did not take action to stop the harassment but instead removed the team member from the schedule completely in June 2019.
The company refused to communicate with the team member and later refused to reinstate her employment. The EEOC also alleged the team member was discriminated against because of her pregnancy. This alleged conduct violates Title VII of the Civil Rights Act of 1964 (Title VII) which protects employees from sex-based harassment in the workplace. The EEOC filed suit (EEOC v. North Georgia Foods, Inc, d/b/a Burger King, Case No. 1:22-cv-00049) in the United States District Court for the Western District of North Carolina after first attempting to reach pre-litigation settlement via its voluntary conciliation process. The suit was resolved by a two-year consent decree that prohibits North Georgia Foods from discriminating and retaliating against employees in violation of Title VII. North Georgia Foods must also prominently post a telephone number for an off-site reporting official, revise its written anti-discrimination policies, and train employees on the process for reporting complaints of discrimination and the requirements of Title VII, including its anti-retaliation provisions.
“The outcome of this case demonstrates that employers who ignore complaints of sex-based harassment in the workplace or retaliate against employees for asserting their rights under Title VII will be held accountable,” said EEOC Regional Attorney Melinda C. Dugas. The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. The EEOC’s Charlotte District is charged with enforcing federal employment discrimination laws in North Carolina, Virginia, and South Carolina.
