Idaho State Sexual Harassment Training Requirements

How can sexual harassment training in the workplace protect my company from liability in Idaho?

Idaho Sexual Harassment Training Requirements: While Idaho doesn’t have any specific legal requirement for sexual harassment training, sexual harassment training in the workplace is highly recommended as it can reduce liability to employers and help prevent sexual harassment altogether.

The Idaho Human Rights Commission states that “Effective policies and employee training can go a long way towards discouraging improper conduct before it becomes serious enough to violate the law.” Read more about Idaho’s sexual harassment policy at the Idaho Human Rights Website.

The EEOC is the federal governing body that describes and enforces sexual harassment and discrimination laws. Read more at (EEOC Harassment). According to the EEOC sexual harassment and other forms of employment discrimination violate Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).

The EEOC found that in 2018, 36.6% of all workplace discrimination charges in Idaho were related to sexual harassment.

Individuals may also file sexual harassment cases against employers. In 2019 a female Idaho Department of Corrections office was awarded $300,000 in a sexual harassment and hostile work environment lawsuit settlement. The state and the DOC were found to have violated 42 U.S.C. §§ 1983, 1988 and 2000, et seq., Idaho Code § 67-5902(6) (the Idaho Human Rights Act). Read more about this workplace sexual harassment case at Prison Legal News.

There are a number of steps the EEOC recommends that employers take to reduce their chances of liability for sexual harassment claims.

  1. Implementing a strong and well understood sexual harassment policy.
  2. Providing a robust sexual harassment training program for training employees and supervisors.
  3. Establishing an effective complaint and grievance process, within which the employees do not have to fear retaliation.
  4. An employer should act Immediately to investigate any complaint or grievance.
  5. The employer should take immediate steps such as disciplinary action to stop harassment.
  6. Employees should be encouraged to confront the harasser directly and inform them that the conduct is inappropriate as well as informing management and Human Resources

Sexual Harassment Training Tip: Prevention is the BEST tool.

By ensuring that employees understand and are well trained in workplace sexual harassment policies, employers can greatly reduce their chances of being liable for monetary damages in sexual harassment cases.

Our onsite Sexual Harassment training seminars are also available in the following Idaho hotels:

  • Boise

    Hampton Inn & Suites
    495 S. Capital Blvd.
    Boise, ID, 83702

Personalized Interactive Sexual Harassment Training
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