Anti-Harassment Training

Given the events of the last several years – including the COVID-19 pandemic and the related challenging environment for recruitment and retention – workplace culture is more important than ever. One aspect of that culture is providing an atmosphere that is free from harassment and discrimination. With the emphasis on a positive workplace culture, employers must be aware of their responsibility to provide anti-harassment training to employees on a consistent basis. Harassment claims most certainly have not gone away over the last several years, and businesses are seeing that government agencies and the courts are providing workers with an employee-friendly atmosphere in which to bring those claims. Whether your employees are in-person, remote, or hybrid, harassment remains an issue, and company leaders must continue to think about harassment in the workplace because employees most certainly are. We are fortunate that there is clear guidance from the EEOC, the Supreme Court and, in some cases, state legislatures, about how your company can take reasonable steps to prevent harassment and discrimination, which is essential to avoiding liability for these claims.

Harassment and discrimination training is crucial.

The Supreme Court has made it clear: employers must take preventive steps to avoid liability for unlawful harassment claims. In addition, more and more states and municipalities are mandating anti-harassment training.  Courts have repeatedly penalized employers that did not provide anti-harassment training by awarding victims of harassment punitive damages.

What measures can you take to insulate yourself and your business?

If it’s been longer than one year since your company implemented harassment training, you’re at increased risk. And depending on where your employees are located, you may be violating the law.  If you haven’t provided harassment and discrimination training within the past year, then don’t delay.

What’s Included with MEA Harassment Training

• Review of Your Policies: MEA will review your current anti-harassment policy and provide recommendations for revisions if necessary
• Manager Session: 90-minute live, interactive sessions (in-person or virtual)
• Employee Session: 45-minute live, interactive sessions (in-person or virtual)
• Makeup Training: Two-year access to online sessions that can be used as makeups for those who cannot attend scheduled training or as part of onboarding for new hires and/or newly promoted managers

Learning Objectives

Manager Session

• An overview of workplace harassment and discrimination laws
• Clear definitions of unlawful harassment, “hostile work environment”, discrimination, unlawful retaliation, and protected categories
• An overview of sexual harassment, workplace retaliation, and the complaint procedure
• The supervisor’s (or manager’s) key role in preventing harassment, discrimination, and retaliation claims, and reducing liability exposure for the company
• Real world examples to test managers’ knowledge, highlight the differences between unlawful harassment and lawful workplace interactions, and to highlight what managers should look for as a “red flag” that conduct may need to be investigated

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Employee Session

• An overview of workplace harassment and discrimination laws
• Clear definitions of unlawful harassment, “hostile work environment”, discrimination, and protected categories
• An overview of sexual harassment, workplace retaliation, and the complaint procedure
• Explain that your company prohibits unlawful harassment and retaliation, review your complaint procedure
• Real world examples to help employees understand the differences between unlawful harassment and lawful workplace interactions and to help them assess whether they need to modify their workplace conduct

Register