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Part of your job responsibilities may include handling issues related to harassment and discrimination based on the Civil Rights Act and the Americans with Disabilities Act as well as other state and federal laws prohibiting harassment and discrimination. In your capacity as an HR professional, you may have to investigate complaints, compile reports, and provide training and information to your customers.
How to Use These Resources
How to Use These Resources
To begin, we recommend taking the online class Preventing Harassment: A Shared Responsibility. This course provides a solid overview of workplace harassment.
Next, read the Prohibited Workplace Harassment Policy (DOP-P6) to familiarize yourself with the specific rules and regulations for those in DOP-covered agencies. Afterward, quickly review the different types of harassment outlined in our Employee Harassment Guidance to deepen your understanding.
Once you have a good grasp of what harassment is, you can explore more advanced topics by visiting the WV Equal Opportunity webpage. Here, you can learn about handling investigations and other complex issues. For more in-depth readings and guidance, the U.S. Equal Employment Opportunity Commission (EEOC) website is an excellent resource.
DOP Training and Policy Related to Harassment
DOP Training and Policy Related to Harassment
It is each agency's responsibility to provide training to its staff. The West Virginia Division of Personnel-Organization and Human Resource Development offers such training for both supervisors/managers and employees.
This online class is based on DOP Policy 6, which addresses Prohibited Workplace Harassment. The policy mandates that all supervisors and managers complete training to ensure proper implementation of its requirements. Additionally, it is recommended that HR professionals, regardless of their supervisory or managerial responsibilities, also complete the training. Audience & Applicability: This course is designed for and fully applicable to both classified and classified-exempt employees. All content, examples, and guidance are relevant regardless of employment status.
DOP Policy 6 defines both illegal workplace harassment and non-discriminatory hostile workplace harassment, specifying to whom the policy applies. It also outlines the duties and responsibilities of agencies and employees in addressing and preventing harassment.
Equal Employment Opportunity
Equal Employment Opportunity
The Equal Opportunity page offers a wide range of services and information related to Civil Rights and ADA laws.
The EEOC is the federal commission responsible for providing guidance and interpretation of the Civil Rights Act of 1964 and the Americans with Disabilities Act of 1990.
Harassment Guidance for Employees
Harassment Guidance for Employees
Harassment in the Workplace Scenario 1 — Online Mini Class
This class is the first in a series of short online classes geared toward educating employees on their rights and responsibilities if harassment has occurred. This scenario deals with potential gender discrimination. Audience & Applicability: This course is designed for and fully applicable to both classified and classified-exempt employees. All content, examples, and guidance are relevant regardless of employment status.
Harassment in the Workplace, Scenario 2 — Online Mini Class
In this second class of the series, you will meet Betty and her supervisor who may not be treating her appropriately. Just as the first class, this one is also geared toward educating employees on their rights and responsibilities if harassment has occurred. Audience & Applicability: This course is designed for and fully applicable to both classified and classified-exempt employees. All content, examples, and guidance are relevant regardless of employment status.
Harassment in the Workplace, Scenario 3 — Online Mini Class
During this third class, you will consider religious harassment. Did John's behavior rise to the level of harassment? What should Susan do? Audience & Applicability: This course is designed for and fully applicable to both classified and classified-exempt employees. All content, examples, and guidance are relevant regardless of employment status.
Harassment in the Workplace, Scenario 4 — Online Mini Class
This class is the fourth and final in this series. This scenario involves three people: Charlie who wants Brenda to report John's behavior. Could Charlie claim third party harassment? Audience & Applicability: This course is designed for and fully applicable to both classified and classified-exempt employees. All content, examples, and guidance are relevant regardless of employment status.
Have Additional Questions Regarding Harassment and Discrimination Issues?
Have Additional Questions Regarding Harassment and Discrimination Issues?
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