Consultant Corner #1: Harassment Training

Posted on June 01, 2021
By Hilary Primack

Does your company have harassment training? If your company doesn’t have comprehensive harassment training, then you could be opening yourself up to problems in the workplace. Let’s learn more about why training employees about the different types of harassment is important.

Q:  Do I need to train my employees on different types of harassment?

A: Yes, Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).

Did you know that employers are more likely to unjustifiably dismiss employees that commit sexual harassment offenses if they have not received effective training on harassment than if they have received training? The best approach to mitigating claims of harassment or to avoid discrimination or harassment charges that could lead to unwarranted lawsuits is to develop a zero-tolerance harassment policy and train your employee and managers at least annually on the policy and misconduct.  Training should be documented and kept in an employee’s file throughout the employee’s tenure with the company.

The Hopkins Group offers an array of training options from customized, instructor-led or online training tailored to your business. To check out our online harassment trainings click here.

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This is Melanie's headshot. She is the CEO of The Hopkins Group.

Melanie has over 20 years of experience in people management strategy, having worked with numerous multinational companies throughout the years as HR Director, Senior HR Leader and HR Operations overseer for insurance firms and pharmaceutical companies. She also served as Entrepreneur and HR Specialist for several Center of Excellence teams, overseeing their Total Rewards Strategy.

Melanie’s industry experience includes working with high profile leaders in oil and gas, education, healthcare, engineering, airline and information technology sectors, to name a few. Her experience with HR strategy, workplace development, total rewards, mergers and acquisitions, HCM transformation and global human resources management is matched with a key understanding of leadership development.

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With ever changing regulations, small and mid-sized business leaders often struggle with how to best navigate complex employment issues.
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