There are several types of harassment training. Some of these are mandatory in the workplace, while others are optional. In any case, you need to provide your employees with this education if you want to avoid being sued. These meetings vary in their requirements, and may also differ from state to state.
The best way to provide this education is to offer it online. This way, your employees can complete it at home on their own time, which will reduce the cost of providing it to your company.
Employers Must Prevent Punitive Damages
As a general rule, employers must provide sexual discrimination prevention classes to their employees at least once a year. The courses can be provided online or based on the date an employee begins working. If an employee is new to the company, the training must be provided within the first 90 days of employment or eighty hours in a calendar year.
To ensure that all employees receive the same education, employers should create a sexual discrimination prevention policy and provide copies of it to all employees.
In some states, employers have a duty to create a safe workplace. This duty is enforceable by creating a written policy that details how employees can report instances of inappropriate behavior. In addition, employers must inform employees about the policy and the consequences of a violation.
In addition to creating a policy, employers must also provide employees with written training on sexual discrimination prevention to avoid future legal action.
Although the U.S. Supreme Court has not mandated this process, the cases involving supervisory misconduct have largely directed employers to provide this education. Click here for more information about legal decisions regarding discrimination such as discrimination. Such information is critical to minimizing liability for discrimination and punitive damages.
By ensuring that employees know the company’s anti-discrimination policy and how to report issues, employers can assert an affirmative defense to protect themselves against the potential for punitive damages.
Despite the challenges, New York state lawmakers have already enacted three new laws aimed at protecting workers from discrimination and harassment. The laws expand worker protections against workplace discrimination to include non-employees.
Additionally, they require employers to implement prevention policies and conduct annual educational seminars for employees. Further, employers must update their employee handbooks.
As a general rule, AB 1825 requires employers to implement a comprehensive sexual harassment policy and train all employees. It also requires employers to consider all relevant issues and develop effective investigation procedures and appropriate action steps to handle complaints.
Failure to implement this educational course is a violation of the law. Punitive damages can be awarded for perceived infractions of AB 1825.
There Are Different Types
There are many benefits of implementing anti-discrimination education for your employees. First and foremost, it gives them an understanding of discrimination and how to report incidents to the right people.
You should also consider taking this course if your organization has a culture that discourages harassment. However, these programs are not necessarily comprehensive. Many also do not cover the full spectrum of the issues surrounding workplace discrimination.
Some companies may opt for online education to cut costs. This will also give employees the option to take it at their own pace and from the privacy of their own homes. Other types may offer a more in-depth process that covers all aspects of harassment.
Online education is often more affordable, but the materials might not apply to your organization. Make sure you find a training program that covers every aspect of harassment, including contact information.
Lastly, there are compliance training programs. These training programs are specifically designed for managers and employees, and they dive deep into harassment prevention strategies. They outline how managers should approach harassment complaints and create an environment that is free of harassment.
There are also modules on business ethics, open-door policies, and workplace bullying. Ultimately, preventing sexual harassment training is an important activity for managers and other employees. It can save trouble and expenses in the long run.
There are several benefits of sexual harassment training for employees. In addition to educating the employee on how to report an incident, this training can help the employer stay out of liability.
As an employer, you must be aware of your legal responsibilities if someone reports sexual harassment or abuse of a woman or a man. It is not possible for you to be 100% certain that your employees are not going to report an incident, but the training you provide will help them stay safe.
Requirements Vary From State To State
Sexual harassment training must address federal and state laws regulating the workplace. Click the link: https://www.eeoc.gov/sexual-harassment for more information about federal laws. In addition to the state laws, employers must provide a written policy about harassment to employees and distribute it annually to all employees.
Employers must use a checklist to ensure that their training meets their state’s requirements for training. Further, this training must be interactive and participatory. The content should include questions and answers from trainees, and the course should be interactive on a city level.