SELECTING A SEXUAL HARASSMENT TRAINER IN SOUTH CAROLINA
Selecting a Sexual Harassment training in South Carolina is an effective way to prevent problems before they occur, while inspiring and motivating employees to perform better, increasing professionalism while creating a fun, very interactive learning experience.
Training companies, such as MVP Seminars and Employee Harassment Training can help book your selected Harassment trainer who will personalize the training specifically to relate to the specific business & any issues that HR would like discussed. Our MVP Sexual Harassment training seminars are available in the following South Carolina cities: Charleston & Columbia
Charleston , South Carolina
Benefits of Sexual Harassment Seminar Training in South Carolina:
What Are the Types of Workplace Harassment in South Carolina?
Harassment comes in many different forms, actions, and circumstances. To make the actions of the harasser more clearly prosecuted, you can identify their actions by fitting them into one or more of the following categories:
- Discriminatory: Defined by its intention, discriminatory harassment is the umbrella under which all harassment can be generally categorized. Discrimination is based on noticing the different race, gender, religion, disability, sexual orientation, or age a person may be and singling them out because of one or more of those characteristics.
- Personal: This is the adult equivalent to bullying. It includes inappropriate comments and jokes, or any in-person vocal ostracization or belittlement.
- Physical: This covers any threat of or actual physical action that makes the receiver feel uncomfortable or worse.
- Power: An individual who has power in the workplace — usually supervisors or managers — can combine physical, verbal, and psychological abuse to exercise their power over subordinates. This results in a form of bullying that derives from the essential fact that someone is lower in the office hierarchy than the harasser.
- Psychological: This is harassment that negatively impacts the mind of the employee. It can include ignoring the person’s presence or spreading rumors about him or her.
- Online: Online harassment includes any work-related conduct over the digital medium that is pointed and offensive toward an individual. It may even reach the point of personnel if the cyberbully shares personal information about the victim with other members of the workplace.
- Retaliation: This is characterized by a vengeful action. Essentially, an employee who was a victim of another employee’s harassment gets back at them by harassing them.
- Sexual: This harassment is sexual in nature and includes unwanted sexual advances, behavior, or conduct. It also includes quid pro quo — a coerced exchange of romantic or sexual services for some benefit regarding the workplace. It can be a form of blackmail in this regard as well, where the victim is threatened if they will not perform sexual services. Sexual harassment brings discomfort to the victim almost immediately and is taken seriously by the courts because of its potential to be dangerous and traumatic. One in four women experiences sexual harassment in the workplace.
- Verbal: Verbal harassment can be consistently mean or unpleasant behavior toward a person. It can occur in public or in private, and therefore has the potential to go unseen.
South Carolina Sexual Harassment Updates:
South Carolina's PERFORMANCE FOOD GROUP WILL PAY OVER $5 MILLION TO RESOLVE EEOC NATIONWIDE SEX DISCRIMINATION LAWSUIT
Leading National Food Distributor Systematically Refused to Hire Women, Federal Agency Charged
South Carolina – Performance Food Group, Inc. (PFG), a national marketer and distributor of national and proprietary-branded food and food-related products, will pay $5,075,000 in monetary relief and furnish significant equitable relief to settle a federal nationwide sex discrimination lawsuit, the U.S. Equal Employment Opportunity Commission (EEOC) announced today.
According to the EEOC's lawsuit, since at least 2004, PFG has engaged in an ongoing pattern or practice of failing to hire a class of female applicants for operative positions at its Broadline facilities. The EEOC also charged that PFG failed to promote a qualified female employee into the position of nighttime warehouse training supervisor at its Carroll County Foods facility in Maryland based on her sex.
Such alleged conduct violates Title VII of the Civil Rights Act of 1964. The EEOC filed suit (EEOC v. Performance Food Group, Inc., et al., Civil Action No. 1:13-cv-01712-CCB) in U.S. District Court for the District of Maryland, Baltimore Division after first attempting to reach a voluntary pre-litigation settlement through its conciliation process.
The five-year consent decree resolving the lawsuit provides $5,000,000 in monetary relief to the class of female applicants who were not hired and $75,000 in monetary relief to the female worker who was not promoted. The consent decree enjoins PFG from failing to hire women to selector or driver positions because of their sex and from engaging in retaliation.
South Carolina cities providing onsite Sexual harassment training Seminars:
170 Lockwood Dr, Charleston, SC 29403
Columbia: Hilton Hotel
2100 Bush River Rd, Columbia, SC 29210