Sec. 103. Resource materials on policies and trainings for small businesses
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Not later than 1 year after the date of enactment of this Act, the Commission shall make publicly available resource materials on comprehensive nondiscrimination policies and trainings on such policies for employers with fewer than 15 employees. Such resource materials shall include, at a minimum— model comprehensive nondiscrimination policies concerning prohibited discrimination, including harassment, in employment, as described in section 101, for use by employers with fewer than 15 employees, which shall— be designed to be easily distributed by such employers to employees; take into account the resources available to such employers; take into account the particular needs of employees of such employers; be made available in plain English and in accessible formats for individuals with disabilities and for individuals who primarily speak a language other than English; include a definition of prohibited discrimination, including harassment, in employment; include examples of prohibited discriminatory, including harassing, behaviors; describe how the employer may conduct prompt, thorough, and impartial investigations and respond to complaints regarding such prohibited discrimination; include a prohibition against retaliation related to such discrimination; include policies that reflect the needs of a variety of different types of workplaces, including those with differing work structures, facilities, or tasks; describe behaviors that would constitute retaliation; and include a description of potential consequences for violating the comprehensive nondiscrimination policy; and model trainings regarding prohibited discrimination, including harassment, in employment, as described in section 102, for use by employers with fewer than 15 employees, which shall— take into account the resources available to such employers; take into account the particular needs of employees of such employers; be made available in plain English and in accessible formats for individuals with disabilities and for individuals who primarily speak a language other than English; be made available in an online format that is widely available to such employers and employees of such employers; include an explanation of prohibited discrimination, including harassment, in employment, including retaliation related to such discrimination; describe the affirmative behaviors that contribute to preventing and reducing discrimination, including harassment, in employment; include trainings designed to address the needs of a variety of workplaces, including those with differing work structures, facilities, and tasks; include best practices for preventing prohibited discrimination, including harassment, specific to industries in which the Commission determines that discrimination, including harassment, is particularly prevalent or severe; and include any additional information the Commission determines may prevent discrimination, including harassment, of employees.
The Commission shall ensure that resource materials under this section are designed to facilitate individual employers to customize training to address the needs of their workplaces, including differing work structures, facilities, and tasks.