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Workplace Harassment and Discrimination Training

        ELDI’s mission is to help employers manage the risks posed by unwieldy and ever-changing employment laws and regulations by focusing on compliance and policy management. Employers who have strong compliance programs are better able to implement and enforce reasonable workplace policies and defend themselves in the event of litigation.

      Employers of all sizes are subject to various Federal, state, and local laws. In Pennsylvania, employers with as few as four employees are subject to a state law – the Pennsylvania Human Relations Act – which imposes the same burdens as no less than three Federal statutes applying only to far larger employers. New Jersey employers face the same situation under New Jersey state law with only two employees. Simply having a handbook or workplace posters hung in a lunchroom or copy room is not sufficient to protect employers in today’s business and legal environment. Although having a handbook, workplace posters, and other policies is absolutely critical, workplace training is just as critical. Employers must be able to prove that they not only published policies, but also reinforced those policies through training and demonstrated that the employer is serious about the policies and will enforce them as the need arises.

        Employers also need to ensure that managers are properly trained to recognize potential problems and bring those problems to the attention of HR or another member of management in order to protect the company. The need for training is even greater when an employee transitions from staff to a management level. Newly appointed members of management need training to understand the transition, their increased obligation to report and manage difficult situations, and the impact that their new management role will have on prior workplace friendships. Managers are the primary source of liability for employers when a manager becomes aware of a potential problem but does not take action and allows a situation to escalate until a major problem develops. Without proper training, managers will not know how to spot and eliminate risks to your company.

      As employers are fortunate enough to grow, often the VP of Finance, COO, Controller, or other head of the accounting department defaults into the HR role. Unfortunately, those individuals often do not have an HR background and find themselves faced with the overwhelming task of managing HR while still handling all of the financial functions for the company. ELDI serves not only as a constant resource for the head of HR as issues arise, but provides private, customized training for the head of HR including an overview of the laws applicable to your company and the basics of maintaining HR compliance.

      ELDI helps employers stay legally compliant and works with employers to train both workforce employees and managers to ensure that every member of your company understands their role in maintaining a productive workplace. ELDI offers group training and private training for supervisors and executives. ELDI also works with new HR employees to provide specialized training customized to your company. ELDI’s comprehensive training services include:

        WORKFORCE TRAINING

  • Anti-harassment and Anti-discrimination training
  • Workplace confidentiality training
  • Insurance compliance training (training as required to obtain insurance discounts)
  • Government contract compliance training (customized training to ensure government contractor requirements for workforce training and development)
  • Social media training – use of private social media accounts for business purposes, “cyberbullying,” impact of conduct on private social media accounts on employee’s job
  • Free speech in workplace
  • Workplace security
  • Disciplinary compliance – private counseling of employees and supervisors on appropriate workplace conduct, rather than generic “anger management” or “harassment” training
  • Diversity in the workplace

        MANAGEMENT TRAINING

  • Training managers to spot and report harassment and discrimination
  • Training for managers and employees on the difference between a “hostile work environment” and appropriate workplace criticism
  • Training managers on implementing changes in workplace culture and policy
  • Specific training programs for executives, middle level management, and new managers making the transition from staff to supervisor
  • Advanced training for HR managers on a variety of topics, including:
    • Leave management
    • Documenting employee poor performance/insubordination
    • Investigation of employee harassment or discrimination claims
  • Training for executives who have moved into HR role but who do not have an HR background