In addition to creating a major disruption in the workplace, complaints of unlawful discrimination can result in large monetary awards to the victims. A major element of an effective equal employment opportunity program is the training of managers and supervisors. Accordingly, DHRM's Office of Equal Employment Services is available to conduct onsite EEO training programs designed to address your unique needs and specific work environment. In addition, OEES conducts a number of EEO training classes through Personnel Development Services located at DHRM. Specifically, OEES offers an interactive training program covering all of the relevant laws for managers and supervisors, including the two most complex equal opportunity employment laws, sexual harassment and disability discrimination. EEO training programs include but are not limited to:
Sexual harassment is among the most sensitive, explosive, and disruptive claim of discrimination that can occur in the workplace. This half day workshop provides managers and supervisors with the pertinent information to enable them to recognize behavior that may constitute unlawful sexual harassment. This workshop also identifies management's affirmative obligation to stop such behavior and provides practical pointers concerning how to prevent and to resolve sexual harassment complaints in the workplace, along with Tips for Conducting Sexual Harassment Investigations.
(ADA) Most acts of employment discrimination against persons with disabilities will not be intentional. These acts will come from a lack of knowledge about the technical rules of the ADA. This half day workshop provides managers and supervisors with a practical and comprehensive guide for understanding the complexities associated with the ADA, including compliance activities.
This is a half day workshop which provides managers and supervisors with an overview of all federal equal employment laws and management's responsibilities.
OEES is available to design and provide an onsite training program to fit your specific need in any of the relevant employment laws; i.e., religious accommodation, ADA as related to Worker's Compensation, ADA as related to FMLA, the Pregnancy Act, etc.