In the wake of #MeToo and #TimesUp, more states and local governments are strengthening their anti-harassment laws and requiring employers to provide sexual harassment training to employees. For many organizations, meeting these new requirements means updating and expanding current sexual harassment training programs, policies and internal reporting processes – all important steps in combating the pervasive problem of workplace harassment. Wondering where your state stands on requiring sexual harassment training? Here’s a roundup. And if your state hasn’t yet issued new legislation, stay tuned. Read On
MANHATTAN BEACH, CA, April 23, 2019 – Traliant, an innovator in online sexual harassment training, today released new episodes of Traliant Sparks, the company’s popular video series designed to increase employee awareness and spark conversations about preventing sexual harassment, discrimination and other issues related to workplace conduct and culture.
The new episodes, each under three minutes long, encourage employees to talk about unconscious bias, civility in the workplace, being an ally, cliques at work and personal liability in harassment claims. For more information, visit Traliant Sparks.
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, 2021.
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 interactive sexual harassment training to all employees – before the ball drops on January 1, 2021 – 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