Iowa State Sexual Harassment Training Requirements

Iowa State Sexual Harassment Training Requirements:

Iowa doesn’t have any specific legal requirement for sexual harassment training. Even though state law does not require training on an employers sexual harassment policy, the state defers to the Equal Employment Opportunity Commission guidelines, which strongly suggest that employers train employees and managers on identification and prevention of sexual harassment as well as the employers policies on the matter. For more information visit the Iowa Civil Rights Commission Webpage.

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).

In 2012, an Iowa court found in favor of an employer in a sexual harassment case, mainly due to the training and sexual harassment policy that company had in place. Several employees had been harassed by a supervisor, and brought a complaint to the EEOC and NEOC. The court found that the employees had been trained on sexual harassment reporting policy, but even so had failed to report the harassment within the time allowed and did not follow proper procedure.

When the complaint was filed, the company responded immediately with an investigation and other preventative actions. The harasser was put on administrative leave immediately after the complaint was filed, and terminated within two weeks. The courts found that because of these reasonable actions and the training provided, the company was not liable for any monetary damages. This case underscores the importance of a robust sexual harassment training program and an easily understood and utilized complaint process. Read more at Here.

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.