Are you aware of the government
mandate that requires you provide this initial
and on going training if you are an employer
with more than 15 employees?
From the EEOC Enforcement Guidance section:
“An employer's responsibility to exercise reasonable
care to prevent and correct harassment is not limited
to implementing an anti-harassment policy and complaint
procedure. As the Supreme Court stated, "The
employer has a greater opportunity to guard against
misconduct by supervisors than by common workers; employers
have greater opportunity and incentive to screen them, train them,
and
monitor their performance." Faragher,
118 S. Ct. at 2291.”
“An employer should ensure that its supervisors
and managers understand their responsibilities under the
organization's anti-harassment policy and complaint procedure. Periodic
training of those individuals can help achieve
that result. Such training should explain the types
of conduct that violate the employer's anti-harassment
policy; the seriousness of the policy; the responsibilities
of supervisors and managers when they learn of alleged
harassment; and the prohibition against retaliation.”
Do your managers understand
the Americans with Disabilities Act and how it affects
their hiring and termination procedures? Do your managers
know the correct method for documenting to termination in
order to limit your exposure to discrimination lawsuits?
If your answer was “No” or “I'm
not sure?” to any question, Lee Holden Consulting
can help limit your exposure in areas of Sexual Harassment,
Age/Race Discrimination, Wrongful Termination, and
ADA Liability described above.
We bring the training to you.
Call for a review
of your needs.
