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Here are four ways to BOTCH a sexual harassment investigation

The Employer Handbook

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. First, don’t follow the anti-harassment policy. The victim complained to her manager about sexual harassment in September 2019.

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Illinois Sexual Harassment Prevention Training

GoCGO

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.

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Should this employer have been able to predict future sexual harassment?

The Employer Handbook

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. The company could not corroborate the February 2019 package incident. Not exactly.

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Sexual Harassment Training Laws 2020: What’s Changing?

Homebase

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 .

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Learning leaders reexamine sexual harassment prevention in light of new state laws

Chief Learning Officer - Talent Management

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.

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New California Law Requires Sexual Harassment Training for all Employees

HR Daily Advisor

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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New Federal Law Prohibits Forced Arbitration of Sexual Harassment, Assault Claims

HRWatchdog

On March 3, 2022, President Biden signed into law the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (the Act), which amends the Federal Arbitration Act (FAA) to make pre-dispute arbitration agreements and class action waivers invalid and unenforceable for claims of sexual harassment or sexual assault.