Sexual harasment maryland

A little about the video
The goal of the Sexual Harassment Training Institute is to help you prevent all occurrences of sexual harassment in your workplace. In our Sexual Harassment Prevention and Awareness training seminars your employees will learn what constitutes violations of your company's standards and policies and the EEOC laws that govern sexual harassment. Our interactive training seminars will assure you that all of your employees know and understand the simple standards concerning violations of sexual harassment in the workplace. Your employees will receive a Pre-Test and Post Test of their understanding of what is improper behavior. This test can also become a permanent part of their personnel file. This will assure you that your employees both comprehend the law and your company's sexual harassment policy.
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Maryland Sexual Harassment Prevention Training Requirements

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Online Sexual Harassment Training Courses: Maryland

The law also requires that sexual harassment prevention training is revisited every two years after the initial training. The sexual harassment prevention training must be designed to educate state employees by providing information on federal and state laws prohibiting sexual harassment, best practices for the prevention of harassment, abusive conduct, and retaliation, and remedies and procedures available to people who have experienced sexual harassment in their employment. Public employers must also provide supervisors with specified additional training. In addition to employees, managers and supervisors are additionally required to be trained on properly responding to complaints of sexual harassment and preventing further abuse and retaliation, and maintaining a culture where sexual harassment is not tolerated.
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Maryland’s New Workplace Harassment Laws Now in Effect

The Act places two types of obligations on Maryland employers. The Act directs the MCCR to publish aggregate employer survey data on its website and allow public inspection of certain data upon request. The MCCR will report employer responses to the Governor and select committees, but the Act is silent on how they will in turn use the information. This section of the Act requiring employers to report data will automatically expire on June 30, To prepare for October 1, employers should review employment agreements and relevant policies to ensure they do not contain a waiver of substantive or procedural rights or remedies regarding future-accruing claims of sexual harassment or retaliation for reporting sexual harassment.
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Everyone deserves to feel safe and respected in their place of work. With the help of an experienced sexual harassment lawyer, victims have the legal right to complain to their employers about harassment, report harassment to government agencies, and even file a civil lawsuit against their employers when necessary. Examples include unwelcome sexual advances, groping, lewd comments, or discriminatory comments about gender. This is considered illegal when it creates a persistently offensive work environment or when it results in the victim being fired, demoted, or another adverse employment decision. Sexual harassment is not the same as sexual assault—sexual assault is one of several sex-related crimes that include rape, assault, bullying, and stalking.
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