Sexual Harassment Disciplinary Training in Wisconsin
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- Sexual Harassment Disciplinary Training in Wisconsin
Providing onsite Sexual Harassment seminars & Disciplinary training in the following cities:
MILWAUKEE | MADISON | GREEN BAY
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
Wisconsin Disciplinary Harassment updates
Here’s some information about sexual harassment in Wisconsin:
- Wisconsin School sexual misconduct:
A bill proposed in May 2023 defines sexual misconduct as sexual advances, requests for sexual favors, or sexual contact that affects a student’s academic performance or creates a hostile school environment. The bill would automatically cause employees to lose their licenses for at least six years if convicted. - Workplace sexual harassment:
The Wisconsin Department of Workplace Development recommends training employees to avoid workplace sexual harassment. For sexual harassment to be against the law, a company must employ 15 or more people and the conduct must be severe enough to create an intimidating, hostile, or offensive work environment. - Reporting harassment:
Victims can file a formal complaint with the Equal Rights Division of the Wisconsin Department of Workforce Development or with the federal U.S. Equal Employment Opportunities Commission (EEOC) in Milwaukee. The EEOC phone numbers for the Milwaukee office are (414) 297-1111 or (800) 789-876 - Baumann Farms to Pay Over $180,000 to Settle EEOC Sexual Harassment Retaliation and National Origin Discrimination Lawsuit
Wisconsin’s Largest Ginseng Producer Subjected Female Workers to Hostile Work Environment and Then Fired Them for Resisting, Federal Agency Charged
MILWAUKEE – Baumann Farms LLP, a major agricultural company in central Wisconsin, will pay $180,812.50 and provide other significant relief to settle a sexual harassment, retaliation, and national origin discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.
According to the EEOC’s lawsuit, female employees at Baumann Farms were subjected to a hostile work environment and harassed by their male supervisor, who propositioned them for sex, sent them sexually explicit photographs and texts, touched them inappropriately, and subjected them to sex-based derogatory comments and threats of physical harm. The employees were also fired for opposing the sexual harassment, according to the EEOC’s lawsuit. The EEOC also charged that Baumann Farms has an English-only policy that discriminates against non-English-speaking Hispanic employees based on national origin. Baumann Farms is located on 500 acres in the Town of Wausau, Wisconsin, and is the largest grower and producer of ginseng in the Midwest.
This alleged conduct violates Title VII of the Civil Rights Act of 1964, which makes it unlawful to discriminate against employees because of their sex or national origin. The EEOC filed suit in U.S. District Court for the Western District of Wisconsin (Equal Employment Opportunity Commission v. Baumann Farms, LLP., Civil Action No. 3:21-cv-00579) after first attempting to reach a pre-litigation settlement through its conciliation process.
The underlying EEOC charge which this lawsuit is based on was filed by Lotus Legal Clinic on behalf of female agricultural workers. Lotus Legal Clinic provides free legal services for victims of sexual violence and human labor and sex trafficking in Wisconsin.
The three-year consent decree settling the suit was entered by U.S. District Court Judge James D. Peterson. In addition to the monetary relief, the decree requires Baumann Farms to hire an onsite internal coordinator and an external equal employment opportunity (EEO) monitor to ensure that the company handles discrimination complaints in compliance with its obligations under Title VII and this decree. The internal coordinator will also conduct investigations of complaints of sexual harassment, national origin discrimination and retaliation.
Baumann Farms will also create and maintain a complaint system that includes a 1-800 hotline and email where discrimination complaints can be made directly to the EEO monitor in either English or Spanish. The decree also requires Baumann Farms to train both management and non-management employees on Title VII’s provisions prohibiting discrimination and retaliation. Baumann Farms will also review, revise and distribute to employees its policies and procedures against sexual harassment and retaliation, which will be written in English and Spanish.
“Sexual harassment remains a problem in the agricultural industry,” said Gregory Gochanour, regional attorney for the EEOC’s Chicago District. “The EEOC will continue to enforce the anti-discrimination laws on behalf of women farmworkers who are vulnerable to harassment and retaliation.”