The EEOC does not enforce any type of law or regulation that necessarily "requires" an employer to provide training. Nevertheless - as a best practice - employers should provide EEO training to better identify employment discrimination and to have certain policies and procedures in place so the employer can handle any internal complaints of employment discrimination and/or to minimize damaging effects of any such complaints. Generally speaking, employers should train HR managers and employees on the EEO laws. Employers should implement an EEO policy as well as train managers, supervisors, and employees regarding it as well as enforce it. Also, maintain an anti-harassment policy and periodically train employees on its contents as well as enforce it. The policy should include: - Explanations of prohibited conduct and include examples of such; - Assurance that complainants and/or those providing information in a complaint are protected against retaliation; - A complaint process that provides multiple ways of filing a complaint; - Assurance the employer will protect the confidentiality of harassment complaints where possible; - A complaint process that provides a timely, thorough, and unbiased investigation; and - Assurance the employer will take immediate, appropriate, and corrective action when it determines that harassment has occurred As training occurs, it is helpful to document when you held the training class, the content that was covered in the training session as well the names of those who attended.
You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.