The Employer Handbook
FEBRUARY 14, 2024
Last month, I told you that an employer’s response to a harassment complaint doesn’t need to be perfect. That’s because an employer that learns about sexual harassment needs to respond in a way that is reasonably designed to end the complained-of behavior. Third, wait too long to train employees.
HR Daily Advisor
OCTOBER 4, 2018
Effective January 1, 2019, employers in California with 5 or more employees (or independent contractors) must provide sexual harassment training to all employees (SB 1343). The deadline for compliance with initial training is January 1, 2020. Employers must then provide the training every 2 years.
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Chief Learning Officer - Talent Management
JANUARY 24, 2020
1 in the state of Illinois, the Workplace Transparency Act mandates workplace sexual harassment training for public and private organizations with more than 15 employees. Illinois is the sixth state in the last few years to create and pass a bill that would require workplace sexual harassment training.
Homebase
JANUARY 7, 2020
With a continued nationwide effort to shed light on sexual harassment in the workplace, several states have implemented sexual harassment training requirements for their employees. Employers could be subject to fines up to $1,000 if the required training is not provided. . Connecticut . California .
GoCGO
MAY 7, 2020
Last week, the Illinois Department of Human Rights (IDHR) released its model Sexual Harassment Prevention Training program for Illinois employers in compliance with Public Act 101-0221 (commonly referred to as the Workplace Transparency Act). The Workplace Transparency Act was signed into law by Governor Pritzker in August 2019.
EverFi - HR
MAY 4, 2020
With heightened awareness of workplace harassment around the country, several states and municipalities are creating or strengthening laws related to mandatory harassment training for employees. Research shows that employees, and organizations, thrive in harassment-free work environments. Learn More!
The Employer Handbook
OCTOBER 16, 2023
On August 16, 2019, an employee reported for the first time that a supervisor had made sexual comments to her that made her feel uncomfortable. The next day, management met with the alleged harasser about the allegations, and he resigned. Problem solved, right? Not exactly. The Tenth Circuit Court of Appeals, however, disagreed.
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