Sexual Harassment Disciplinary Training in Vermont
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Harassment Policy Enforcement Training for Vermont Employers
Our Harassment Disciplinary Training Services Include:
Targeted Counseling for Offending Employees
Employees who have violated workplace conduct standards participate in individual sessions with our senior disciplinary consultants. The focus is clear: examine the behavior, understand applicable laws, and establish expectations moving forward.
Compliance with Vermont Employment Law
Vermont employers must meet both state and federal obligations when handling harassment incidents. Our training aligns with standards set by the Vermont Fair Employment Practices Act (VFEPA) and includes direct instruction on lawful conduct, reporting obligations, and employer responsibilities.
Documentation for Internal Use
Each session includes a pre-test and post-test to measure comprehension, with documented results suitable for inclusion in the employee’s personnel file. Employers receive a detailed written summary, including observations and future recommendations.
Structured Follow-up and Monitoring
For eligible cases, we provide ongoing evaluation and communication with HR leaders and compliance teams to reinforce accountability and reduce the risk of repeat misconduct.
Zero Tolerance Alignment
Our trainers help reinforce your organization’s zero-tolerance policy and assist with integrating clear consequences for future violations across leadership and staff expectations.
Vermont Workplace Updates
Coughlin, Inc.—a Vermont operator of ten McDonald’s restaurants—agreed to a $1.6 million consent decree with the EEOC and Vermont Attorney General. The case involved ongoing sexual harassment and retaliation at a Randolph location, including touching and offensive comments by a night shift manager toward young employees.
Source: EEOC news release
Stowe Employee Sues Inntopia Over Sexual Harassment Claim
The lawsuit was filed by a former Inntopia sales manager in Stowe, alleging repeated sexual harassment and wrongful imprisonment in the workplace. McQuown claimed that the supervisor touched her inappropriately and made inappropriate comments. It helps the small-business community to properly institute disciplinary procedures.
Source: Stowe woman sues Inntopia for sexual harassment – VTDigger
Arrange a Consultation
(a) His or her supervisor; (b) ______________________________________ (the head of this organization); (c) The person who is designated to receive such complaints and reports: Name and Title: ________________________________________________________________ Address and Telephone Number ___________________________________________________ The above-named individuals can also provide copies of this employer’s written sexual harassment policy. The employer will promptly investigate and respond to all reports and knowledge of sexual harassment. You may also contact the State of Vermont Attorney General’s Office, 109 State Street, Montpelier, VT 05609-1001 (888-745-9195 (Toll Free VT) or 802-828-3657; ago.civilrights@vermont.gov. If you work for an employer with at least 15 employees, you may also contact the Equal Employment Opportunity Commission, John F. Kennedy Federal Building, 475 Government Center, Boston, MA 02203 (617-565-3196). You may also contact the Human Rights Commission, 14-16 Baldwin Street, Montpelier, VT 05633-6301 (800-416-2010 (Toll Free VT) or 802- 828-2480; human.rights@vermont.gov) if you work for a Vermont State Agency.
