Frequently Asked Questions
Sexual Harassment & Discrimination Training
Our recommended best practice for employers is to provide our training to all new hires as part of their onboarding process into your organization and every year thereafter. Decisions around training such as ours often have legal ramifications, and we recommend you consult with your attorney to ensure you are doing what is right for your organization. Additionally, some jurisdictions legislate you must provide this to your employees on some form of regular cadence (e.g., every year, upon hire, etc.). Note, it is also a good idea to provide Supervisor training when a staff member is promoted to a supervisory role.
Some United States jurisdictions mandate you do this type of training within a certain number of days once they join your organization; this requirement varies from State to State. As a general principle, it is important to understand each day someone in your organization is untrained, you run an increased risk of issues that could impact your business.
There is an endless list of reasons to provide anti-harassment training in your workplace. For starters, it is the right thing to do. Some other reasons include sound risk management, better workplace productivity, increased employee retention, fewer negative distractions in the workplace, lower legal costs, fewer time distractions, etc.
It is everyone's responsibility to prevent harassment in the workplace. As an employer, certainly, this is part of your responsibilities, both legally and, many would say morally.
Communicating to your employees that your organization does not permit workplace harassment has a lot of benefits. Further, the United States Supreme Court noted in their past rulings that employers who do not have a policy would not have certain affirmative defenses against a claim available to them.
You should check with your attorney. That said, a best practice is to report it according to your organization's complaint procedures. If you do not know your organization's policies or have access to them, report them to either your supervisor, a member of senior management, or a member of human resources.
Discriminating against people is morally and ethically wrong, in addition to against the law in the United States in workplaces. Organizations where harassment and/or discrimination are present, will not be a healthy workplace. This training is recommended if you care about creating a healthy environment where team members are respected and free to contribute without fear of being attacked or marginalized.
It is everyone's responsibility to prevent discrimination in the workplace. As an employer, certainly, this is part of your responsibilities, both legally and, many would say morally.
There is an endless list of reasons discrimination should be prevented. For starters, it is the right thing to do. Some other reasons include sound risk management, better workplace productivity, increased employee retention, fewer negative distractions in the workplace, lower legal costs, fewer time distractions, etc.
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This is a highly subjective question. At a minimum, anti-discrimination laws encourage employers to do what they can to eliminate discrimination in the workplace and provide an avenue for people who have been wronged to seek justice.
Regardless of the signs, if you feel you or someone in your organization was subjected to discrimination, this should be reported to the appropriate people to investigate and take remedial action as is appropriate.
Bystander Intervention Training
Bystander Intervention training empowers employees to recognize, report, and intervene in situations involving harassment or discrimination. By providing this training, organizations can strengthen their risk management, improve workplace culture, and reduce liability by creating a proactive environment where employees understand their role and responsibility in intervening and helping to reduce harassment and discrimination.
Standard anti-harassment training often includes a basic overview of reporting, prevention and even bystander intervention; however, EEO Training’s Bystander Intervention training goes further by teaching employees specific intervention techniques, how to recognize situations requiring intervention, and how to overcome common obstacles to acting. This deeper focus helps employees feel more equipped and responsible for maintaining a respectful workplace.
The training includes understanding the bystander role, methods of intervention, recognizing harassment situations, overcoming obstacles to intervening, and the benefits of bystander intervention to the organization. The course also includes practical examples, scenarios, and guidelines on integrating organization-specific policies.
Yes, EEO training tailors its Bystander Intervention courses to meet jurisdictional standards, ensuring compliance with specific laws in states that require this training. We closely monitor regulatory changes nationwide to provide the most relevant, up-to-date information in each state where your business operates.
Absolutely. EEO training offers options to customize the course to include your organization’s specific policies, scenarios, and preferred intervention approaches. This customization ensures the training resonates more with employees and aligns directly with your organization’s goals and standards.
Workplace Violence Prevention Training
Workplace violence prevention training is a proactive step toward creating a safer, more productive work environment. For business leaders, this training helps reduce organizational risk, maintain compliance, and protect both employees and company reputation. Implementing this training can also mitigate costly disruptions associated with legal issues or workplace incidents.
We do not compare ourselves to other training providers. That said, we are very focused on a narrow subset of training where we provide the content and other providers may offer hundreds of pieces of training content and may not be as focused as we are. EEO Training can incorporate your organization’s policies directly into the delivery of our training courses. We focus on delivering relevant, jurisdiction-specific information to ensure compliance and reduce corporate liability in a streamlined and effective way.
Our training equips employees with practical skills, including recognizing warning signs of potential violence, reporting protocols, and understanding behaviors of concern. By engaging in scenario-based learning, your team will be better prepared to prevent and handle incidents, helping you build a safer and more informed workplace.
Yes, we understand each business's unique needs. EEO Training offers customization options so that your company’s specific policies, procedures, and risk factors can be incorporated, ensuring that the training is directly relevant to your organization’s environment and needs.
EEO Training’s platform includes self-service portals, automated reporting, and reminders, making it easy for leaders to track progress and stay informed without added administrative burden. We also provide ongoing support, from a dedicated help desk to weekly progress updates, ensuring that the training remains effective and accessible across your organization.
Learning Management System
EEO Training’s LMS automates compliance tracking by monitoring course completion, sending reminders to learners, and providing administrators with detailed reports. This system helps ensure that all required training is completed and recorded accurately, saving time on manual follow-ups and compliance checks.
Yes, our LMS allows you to incorporate third-party content, including public agency training or custom training developed in collaboration with your team. Additionally, we support SCORM compliance, so you can easily integrate our content with your existing HRIS system or host your SCORM-compatible materials on our platform.
Administrators can access a dedicated dashboard with options for automated reporting, individual tracking, and reminders. Our support team can assist with any system questions, provide guidance on platform usage, and even collaborate on content creation if needed. Administrators can also opt to receive weekly status reports for added oversight.
Our LMS includes a flexible policy sign-off system, allowing organizations to record acknowledgments for in-house policies and training. This feature simplifies tracking by securely storing records of employee acknowledgment and even uploaded training certificates, eliminating the need for spreadsheet tracking.
Yes, EEO Training’s LMS is designed for mobile learning, allowing employees to access training materials anytime, anywhere with a stable internet connection. The system is SAAS-based, ensuring seamless accessibility across devices, which is ideal for employees working remotely or in various locations.