Sexual Harassment Disciplinary Training in Tennessee
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Disciplinary Harassment Counseling & Corrective Training in Tennessee
When there is misconduct in the workplace, quick actions—other than termination—can go a long way in helping Tennessee employers get the situation under control and set expectations for what should be done shortly thereafter. The Disciplinary Harassment Counseling program is aimed at employees who have crossed the line, violating EEOC standards or company harassment policies.
Rather than immediately dismissing the employee, companies can work through our structured training and corrective approach to administer consequences and prevent the behavior from recurring. Our program is conducted in-person across Nashville, Memphis, and Knoxville.
What the Tennessee Disciplinary Training Includes
Our program is structured, documented, and built for legal and internal compliance:
- One-on-one disciplinary training sessions with legal and behavioral expectations clearly defined
- Education on Tennessee state labor law, EEOC compliance, and the company’s anti-harassment policy
- Clear coverage of what conduct constitutes harassment under federal law and T.C.A. § 4-21-401
- Pre-training and post-training evaluations for documentation of learning and accountability
- Written summaries with HR recommendations and employee acknowledgment
- Documentation is ready for the personnel file and potential future legal reference
- Ongoing follow-up with HR and supervisory staff to monitor progress over a 90-day period
Every session is strictly private, disciplinary in intent, and focused on specific legal, behavioral, and organizational expectations—not just general awareness. Trainers work one-on-one with employees to ensure the misconduct is fully understood and not repeated.
Who Should Be Referred
This is not general harassment prevention training. This program is meant for:
- Employees who have violated internal conduct or harassment policies
- Individuals investigated or reprimanded for inappropriate remarks, physical behavior, or boundary violations
- Cases where the employer prefers to rehabilitate rather than terminate
- Employees whose behavior reflects poor judgment but is not criminal in nature
Why Employers Choose Disciplinary Counseling Over Termination
Firing is not always the best alternative. It can be very expensive, legally risky, and disruptive. Counseling demonstrates an employer’s intent to correct behavior, helps prevent its recurrence, and creates a paper trail that may protect the company from future liability.
In Tennessee, “prompt and appropriate remedial measures” must be taken in response to harassment, as expected by state and federal courts, which generally require a clear employer response to complaints.
Tennessee Workplace Misconduct Updates
Marelli Tennessee paid $335,000 after several female assembly line workers reported sexual harassment by a supervisor and claimed that the company failed to act on such complaints. The settlement with the EEOC includes updated harassment policies and annual training requirements.
Source: https://www.eeoc.gov/newsroom/marelli-pays-335000-settle-eeoc-sexual-harassment-lawsuit
2. $215K Award for Harassment and Retaliation at Memphis Staffing FirmsPrestigious Placement, Inc. and Prosero, Inc. paid $215,000 following EEOC findings in joint operations. In the Memphis warehouse, sexual harassment occurred from a team lead toward female employees. Upon reporting, termination followed, thereby bringing a federal suit with a corrective consent decree.
3. $1.1M DOJ Settlement Over Harassment at Cumberland CountyThe Department of Justice entered a settlement with the County for ongoing sexual harassment practices of the former Solid Waste Director of the County. The unwanted sexual behavior, touching, advances, and offensive comments were reported by 10 female employees. The County accepted a sum of damages amounting to $1.1 million and agreed to carry out policy revisions.
Confidential Training. Documented Results.
Any employee trained under our program is given a warning coupled with a clear-cut second chance in accordance with the law and company rules. All actions are fully documented, legally sufficient, and capable of withstanding scrutiny in HR cases or litigation.
We work directly with Tennessee employers to ensure that all actions are properly recorded, monitored, and aligned with the organization’s long-term culture goals.
Schedule a Private Training Session
