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You’ve come to the right place! We offer online and classroom training that meets Equal Employment Opportunity (EEO) guidelines and is fun and engaging for employees. Fill out a form and get started on your free trial today. Or, keep reading to learn more about EEO training / EEO guidelines and what you need to do to keep your organization compliant.
What is the EEOC?
The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for the interpretation and enforcement of federal laws that prohibit employment and workplace discrimination on the basis of color, race, religion, sex, age (40 years or older), national origin, genetic information, or disability. The anti-discriminatory laws include:
- Title VII Civil Rights Act of 1964 prohibiting workplace harassment, discrimination, and retaliation.
- The Equal Pay Act that requires equal pay for both men and women who are doing equal work.
- The Americans with Disabilities Act (ADA 1990) that protects any employee or applicant with a disability against discrimination.
- The Age Discrimination in Employment Act which stops employers from discriminating against employees or applicants who are 40 years of age and above.
- Genetic Information Nondiscrimination Act that prohibits employers from discriminating against an employee or applicant on the basis of their genetic information.
The primary responsibilities of the commission are to bring justice and equal opportunities to the workplace through education, regulation, and performing a judicial role.
Why is EEOC Training Important for Businesses?
Should an issue be raised and an EEOC investigation opened, it is of paramount importance that an organization have accurate EEOC training records available for review by the EEOC investigator. The first documents they will ask for are:
- Copies of training records
- Policy distribution
- A copy of the exact training the employee in question completed
If the investigation escalates to the courtroom, it is a well-established principle (from the landmark Faragher v. City of Boca Raton Supreme Court ruling) that merely having a policy barring discrimination and harassment is not sufficient to raise an affirmative defense.
Unless the defense can demonstrate that the employees knew about the policy, it won’t help in court in the least.
Which Employers Need to be EEOC-Compliant?
EEOC laws cover most employers who have 15 or more employees. They apply to all employment and workplace situations including hiring, promotions, firing, training, wages, harassment, and benefits.
EEOC Compliance Checklist for Discrimination and Harassment Trainings
The minimum actions every organization should take to ensure they are compliant with the EEOC include:
- Annual EEOC-compliant training of all employees
- Distribution of the policy to all employees
- A digital acknowledgment from each employee
To simplify compliance for employers and HR professionals, we’ve compiled a checklist of EEOC guidelines for anti-harassment policy and trainings:
|Employee Training:||Covered by Traliant:|
|1. A clear explanation of prohibited conduct.|
|2. A clearly described complaint process that provides accessible avenues for complainants.|
|3. A complaint process that provides a prompt, thorough, and impartial investigation.|
|4. A focus on the unacceptable behaviors themselves, rather than trying to teach participants the specific legal standards that will make such conduct "illegal."|
|5. Assurance that employees who make claims of harassment or provide information related to such claims will be protected against retaliation.|
|6. Assurance that employer will protect the confidentiality of the individuals bringing harassment claims to the extent possible.|
|7. Assurance that the employer will take immediate and appropriate corrective action when it determines that harassment has occurred.|
|8. Compliance training should explain the consequences of engaging in conduct that is unacceptable in the workplace.|
|Manager Training:||Covered by Traliant:|
|1. The types of conduct that violate the agency's anti-harassment policy.|
|2. The seriousness of the policy.|
|3. The responsibilities of supervisors and managers when they learn of alleged harassment.|
|4. Prohibition against retaliation.|
Traliant Makes EEOC Compliance Easy
Traliant offers a training suite of Courses on Preventing Discrimination and Harassment designed for employees and managers. Our courses meet the EEOC’s recommendations while also being compliant with the Connecticut CHRO Act, California AB 1825, California AB 2053, California SB 400, Illinois SB 75, and New York
That’s not all, at Traliant we aim for more than just compliance. We help learners to understand the laws in an interactive and engaging way. With short segments, games, and entertaining videos, you can feel confident rolling out our courses to your employees. Here’s what others are saying about their experience with Traliant’s trainings:
Try it out free! Submit this form and we will grant you access to one of our courses at absolutely no cost to you: