Anti-Harassment Training

Workplace harassment—especially sexual harassment—now dominates the news cycle. And while nothing suggests such harassment is more prevalent now than it was, those who speak out feel more empowered to do so.

Harassment claims to the U.S. Equal Employment Opportunity Commission rose over 50% in 2018.

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 repeatedly award punitive damages where the employer didn’t provide adequate training. And the cost of those damages is significant. 2018’s totaled more than half a billion dollars. And that figure doesn’t even include fines, attorney fees and court costs.

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

We previously recommended minimum two-year intervals between training for managers and employees. But times have changed. Luckily, there is clear guidance from the EEOC, the Supreme Court and, in some cases, state legislatures.

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. Considering this and the recent focus on workplace harassment, what was the minimum is no longer enough.

If you haven’t provided harassment and discrimination training within the past year, then don’t delay.

What’s Included with MEA Harassment Training

MEA will review your current harassment policies and give revision recommendations.

• 90-minute training sessions for your managers/supervisors
• 45-minute in-person training sessions for your employees
• Two-year access to makeup sessions through MEA Live, our online interactive training platform

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) role in preventing harassment, discrimination and retaliation claims, and in reducing the company’s liability exposure
• Real-world examples to test managers’ knowledge, highlight the differences between unlawful harassment and lawful workplace interactions, and emphasize what constitutes red-flag conduct that may demand investigation

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 assess whether they need to modify their workplace conduct