Welcome to Traliant’s Compliance Blog. We bring together compliance experts and eLearning veterans who have seen it all — the good, the bad and, especially, the ugly. From working with HR professionals across many industries, we understand that you all face similar challenges.
This blog features articles on the latest court rulings and laws as they relate to workplace ethics and compliance. We also share our observations and learnings from the organizations and professionals with whom we are honored to work with. We are confident you will find value in our topics and articles and encourage you to join the conversation.
3 takeaways from the EEOC’s FY 2018 workplace discrimination data
The Equal Employment Opportunity Commission (EEOC) recently released its enforcement data for FY 2018, and the big news is that sexual harassment charges rose by 13.6%, while workplace discrimination charges overall decreased compared to FY 2017. In the press release announcing the results, EEOC Acting Chair Victoria A. Lipnic said, “We cannot look back on last year without noting the significant impact of the #MeToo movement in the number of sexual harassment and retaliation charges filed with the agency.”
What can we learn from the EEOC’s FY 2018 enforcement statistics? Here are three takeaways:Read On
California and New York may be on opposite coasts, but one thing they have in common is new anti-harassment laws that may require organizations to revamp their sexual harassment training programs. In a recent post we outlined the requirements and deadlines for employers in New York State and New York City. In this post, we’ll recap what California employers need to do to comply with the state’s new sexual harassment training requirements by January 1, 2020.
California has required employers to conduct sexual harassment training since 2005, however, the law only applied to organizations with 50 or more employees, and they only had to train supervisors. That changed in October 2018, when California passed Senate Bill 1343, requiring employers with five or more employees to provide sexual harassment training to all employees – before the ball drops on January 1, 2020 – and then retrain every two years. Read On
The Equal Employment Opportunity Commission (EEOC) recently hosted leaders from the hotel, manufacturing, HR, legal, retail and other industries and associations for a roundtable discussion on strategies to prevent workplace harassmentand create more respectful, inclusive workplace cultures. The roundtable was part of the EEOC’s ongoing efforts to better understand the needs of workers and employers in their industries and the range of solutions to prevent harassment in the #MeToo era. Hospitality industry among groups proactively promoting workplace safety Representing the American Hotel & Lodging Association (AHLA) at the roundtable, Rosanna Maietta, AHLA executive vice president of communications & public relations and president of the American Hotel & Lodging Educational Foundation, outlined the 5-Star Promise to advance safety and security for hotel employees and guests. Announced by the AHLA and nearly 20 major hotel brands in September, 2018, the 5-Star Promise includes providing ongoing training and education for employees on identifying and reporting sexual harassment. Read On
Training supports campaign’s goal to promote awareness and prevention
Sexual Assault Awareness Month (SAAM) is an annual campaign to increase public awareness of preventing sexual harassment, assault and abuse and creating safer communities. Every April, the National Sexual Violence Resource Center provides a variety of tools and resources for organizations and campuses to use in activities in the US and around the world.
This year’s theme, I Ask, highlights the importance of asking for consent to ensure safe, consensual experiences that help create a culture of respect. Organizers are encouraging people to wear a teal ribbon to further promote sexual violence prevention and bring attention to the importance of obtaining consent and supporting survivors.Read On
Combating workplace harassment remains a top priority of the Equal Employment Opportunity Commission (EEOC),which reported that charges alleging sexual harassment increased by 13.6% from fiscal year 2017 to fiscal year 2018. A snapshot of four recent EEOC settlements highlights the need for organizations to also make harassment prevention a priority and move the conversation from awareness to action through effective policies, procedures, training and a commitment by senior management. EEOC settlements with restaurants
A restaurant in Orlando’s popular “Restaurant Row,” agreed to pay $80,000 and take other steps to settle a sexual harassment and retaliation lawsuit charging the restaurant created and encouraged a work environment in which “unwelcome, sexually charged comments and conduct was permissible and commonplace,” the EEOC said. The target of much of the misconduct was a female bartender, who was repeatedly propositioned, asked to go on dates, subjected to sexual innuendo and told to dress “sexy” and “date-ready.” When she complained, the restaurant owner fired her, the EEOC said.
