Mississippi State Sexual Harassment Training Requirements

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, 31% of 1,658 workplace discrimination charges filed in Mississippi were related to sexual harassment. These 514 charges constitute 2.1% of the total sexual harassment cases filed in the US in 2018. For more statistics on workplace discrimination in Mississippi.

In 2015, a Mississippi company paid a $150,000 settlement to a female worker who was sexually harassed by a supervisor. She rebuffed the supervisors aggressive advances, and was subsequently retaliated against and ultimately terminated. These actions were found in violation of Title VII of the Civil Rights Act of 1964, and thus the company was liable for monetary damages for allowing a continued hostile work environment. Read more on the case and settlement.

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.