Sexual harassment Disciplinary Training in Michigan
Our Approaches
Transforming Workplace Culture Through Education
Individual
Our training supports individuals to address harassment issues effectively in the workplace.
Group
Bring your workforce together to learn key pointers for building a harassment-free
environment.
Custom Plan
Our custom training equips your team with practical solutions to prevent harassment.
Michigan Post-Incident harassment Counseling Services
When harassment occurs in a Michigan workplace, employers should take prompt and appropriate corrective action. Termination is not necessarily the only option. In appropriate circumstances, employers may use individualized disciplinary counseling to address confirmed misconduct, reinforce workplace policies, establish clear expectations, and help prevent future incidents.
We provide individual post-incident disciplinary counseling designed for employees who have been involved in a confirmed workplace harassment matter. Our approach is focused on correcting behavior, reinforcing workplace standards, and creating documentation of the counseling process.
Our Corrective Counseling Framework
Focused One-on-One Sessions
Private, individualized sessions examine the circumstances surrounding the incident and connect the employee’s conduct to applicable workplace policies and relevant Michigan and federal employment laws.
The counseling focuses on understanding what occurred, why the conduct was inappropriate, the potential impact on other employees, and what is expected going forward.
Verification and Evaluation
The employee completes pre- and post-session assessments designed to evaluate understanding of the issues addressed during counseling.
The results can help identify areas where additional instruction or clarification may be appropriate. Where necessary, the employee may be directed to review additional materials before completing the assessment.
Legal Foundation Integration
Counseling incorporates relevant legal principles, including Title VII of the Civil Rights Act of 1964 and the Michigan Elliott-Larsen Civil Rights Act, when applicable to the circumstances.
The goal is to help employees understand workplace harassment in the context of applicable law, company policies, professional conduct standards, and their responsibilities in the workplace.
Ongoing Accountability
When appropriate, employers may establish follow-up procedures following completion of counseling. Optional monthly follow-ups can be coordinated with the employer or HR department to help monitor compliance with the corrective action plan.
Follow-up requirements should be determined by the employer based on the circumstances of the incident and the organization’s policies.
This is correction-focused counseling—not general workplace awareness training.
Benefits for Michigan Employers
Demonstrates Timely Response
Prompt and appropriate action demonstrates that the employer takes allegations and confirmed incidents of workplace misconduct seriously.
Supports Employee Development and Retention
When appropriate, individualized counseling can provide an employee with a structured opportunity to understand the seriousness of the conduct, correct behavior, and meet clearly defined workplace expectations.
Builds Legal Defensibility
Documented corrective action can help demonstrate the steps an employer took in response to a workplace harassment matter. Proper documentation may also help establish that the employer addressed the conduct and communicated expectations for future behavior.
Reinforces Workplace Standards
Individualized counseling reinforces company policies, professional boundaries, reporting expectations, and standards of conduct while helping reduce the risk of repeated misconduct.
Michigan Workplace Updates
Michigan employers must consider applicable state and federal laws, as well as developing court decisions and enforcement activity, when responding to workplace harassment.
Recent Michigan-related cases demonstrate the potential consequences when harassment allegations are not appropriately addressed.
Trucking Company Sued Over Racist harassment and Segregated Facilities
A federal lawsuit involving former employees of Environmental Wood Solutions alleged systemic racial harassment, including claims that workers were required to use separate bathrooms, racial slurs were used in the workplace, and employees faced retaliation after raising concerns.
While the allegations involved race-based harassment rather than sexual harassment, the case illustrates the importance of taking workplace harassment complaints seriously and responding appropriately to reported misconduct.
Source: [Michigan trucking company had segregated bathrooms, workers endured racial slurs: lawsuit]MDOC Employee Sues Over Supervisor harassment
Pero Family Farms Pays $40K Settlement in Harassment Case
Pero Family Farms agreed to a $40,000 settlement with the EEOC following allegations involving a hostile work environment and unwanted sexual conduct. According to reports concerning the matter, the allegations included unwanted sexual advances and threats by a male forklift driver. The company also agreed to policy revisions and targeted training.
The matter demonstrates how employers may face significant costs when workplace harassment allegations are not effectively addressed.
Contact Us For a Corrective Counseling Session Today
Disciplinary counseling customized for all areas of Michigan-from Detroit and Grand Rapids to Lansing and Flint. In case you have confirmed an incident of harassment, and prefer sanctions to termination, please call us so that we may assist you in the creation of a documented, compliant plan through Title VII and Michigan law.
Sexual Harassment seminars & Disciplinary training are available in the following cities :
DETROIT
GRAND RAPIDS
WARREN CITY
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OUR GOAL:
Get a safer workplace, a stronger team, and peace of mind for your organization