These days all it takes is one disgruntled employee to lodge a complaint with the Equal Employment Opportunity Commission (EEOC). And, once that complaint is lodged and an employer has found itself on the losing end of litigation with the EEOC…the end result is a Consent Decree, or settlement agreement that outlines the employer’s obligations to “right” what the EEOC states the company has done “wrong.”
Many corporate attorneys will engage in negotiations with the EEOC regarding the Consent Decree and the employer’s compliance obligations. Generally, a decree will specify the number of contact hours of anti-harassment and discrimination training that will be required annually and will specify other legal requirements, such as the employer having to provide internal investigations training. In our experience, some employers have been required to provide training on an annual basis for three, four, or possibly even five, consecutive years.
Whenever an employer finds itself obligated to comply with a Consent Decree, there is usually only a short window of time to begin identifying a training professional to meet the requirements. At RPC, we have experience in this arena and have been delivering this type of training for more than 20 years.
We have seasoned, HR certified training instructors with many years of experience in facilitating EEO and respectful workplace training programs, across all industry sectors. We can provide a qualified training instructor to travel to your location(s) or a designated site to facilitate the training program. Or, we can provide virtual training via Zoom or Webex Training according to your unique scheduling needs.
To learn more, just give us a call at (800) 517-7129 or reach out to us at Info@rpchr.com. We’re here to help!