Sexual Harassment Disciplinary Training in Texas
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- Sexual Harassment Disciplinary Training in Texas
Providing onsite Sexual Harassment seminars & Disciplinary training in the following cities:
HOUSTON | SAN ANTONIO | DALLAS
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
Texas Disciplinary Harassment updates
Historically an employer-friendly state, Texas will recently experienced some unexpected changes that warrant close attention by employers. In a remarkable move, Texas Governor Greg Abbott recently signed two new bills into law, SB 45 and HB 21, that will expand employee protections pertaining to sexual harassment in the workplace.
Significant changes coming for employers in Texas regarding sexual harassment will include:
A broader definition of who qualifies as an employer.
The statute of limitations allows more time for employees to file their charges with the Texas Workforce Commission.
Employers will now be required to immediately and appropriately respond to a sexual harassment charge by disciplining the harasser and preventing a recurrence, not just taking “prompt remedial action.”
The laws expand the possibility of liability for supervisors, owners, human resource managers and other employees.
Employers will soon discover that sexual harassment in the workplace should not be tolerated or ignored. Legal implications will surely follow. Below are the changes that went into effect Sept. 1.
New Employer Definitions:
All employers in Texas may be held liable for a sexual harassment claim under Texas law. Currently, employees can only file a claim of harassment against their employer only if they have 15 or more employees. The new law defines an employer as “one who employs one or more employees.”
Additionally, when it comes to sexual harassment claims, liability expands to other employees.
Managers and other individuals who make employment decisions (e.g., hiring, firing, discipline, and pay) and those who exercise control over the employee will be considered employers under the Texas Labor Code for purposes of sexual harassment.
Revised Statute of Limitations:
Under current law, an employee must file a charge of discrimination with the Texas Workforce Commission (TWC) within 180 days of the alleged harassment before filing a lawsuit against an employer.
Beginning Sept. 1, employees will be required to file their charge with the TWC within 300 days after the date of the alleged harassment. This applies to sexual harassment only and does not apply to discrimination based on age, race or color.
Revised Standard for Employer Response:
Employers who knowingly or should have known that sexual harassment is occurring at their business yet fail to take immediate and appropriate action to correct the behavior will be committing an unlawful employment practice. This is a higher standard for employers, who currently have to take “prompt remedial action” after a complaint, a more general requirement under the Texas Labor Code.
Next Steps for Employers:
Employers should review policies in their employee handbooks that pertain to harassment in the workplace.
Employers should train employees on their company’s anti-harassment policy and what to do if someone experiences or witnesses conduct they believe is harassing.
Managers should be trained on how to recognize conduct that may be harassing and changes in employee performance that could indicate harassment. Managers should also be trained on what to do when they learn of harassing conduct.
Employers should contact their liability insurance carriers and confirm that their policies cover individual employees who may be accused of harassment.
Sexual harassment seminars & Disciplinary training are available in the following cities
Houston
Embassy Suites Hotel
255 N Sam Houston Pkwy East, Houston, Texas 77060 USA
San Antonio
Holiday Inn Express
120 Camaron Street, San Antonio, Texas, 78205
Dallas
Hilton Hotel
1914 Commerce St Dallas, Texas 75201 USA