Kentucky State Sexual Harassment Training Requirements

Kentucky State Sexual Harassment Training Requirements:

Kentucky doesn’t have any specific legal requirement for sexual harassment training for non-government workers. However, interns, employees and managers of Kentucky executive government agencies must take sexual harassment training once every two years. You can view the document describing this Here in Finance.ky.gov..

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 2018, the EEOC found that out of 670 workplace discrimination charges filed in Kentucky, 32.4% were related to sexual harassment. These 217 cases constituted 0.9% of the total workplace sexual harassment charges in the US in 2018.

In 2018, the state of Kentucky paid 1.6 million dollars in a settlement to 4 female corrections officers who had been sexually harassed by a supervisor. It was found that the Department of Corrections failed to investigate the sexual harassment complaints or take action against the harasser. The female workers were also subject to retaliation in various forms. You can read more on the story more on the story 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.