Tailoring Anti-Harassment Training

At Your Service
with Attorney Bob

Dear Attorney Bob,

After hearing your recent presentation at the GMHLA event, I'm a bit overwhelmed. You mentioned that the upcoming RNC requires not just basic training but customized role-playing scenarios and a deep dive into our policies. With all the extra hours our staff will be working, especially with bars closing at 4 a.m., is such extensive training really necessary? How does this fit with EEOC guidelines, and what's truly required to keep things smooth and legal?
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Thanks for clarifying, Perplexed in Milwaukee

Dear Perplexed in Milwaukee,
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It’s great to hear from you, and I appreciate your candid questions. Let’s dive into why the EEOC’s guidance not only supports but champions the kind of thorough, customized training you heard about.

Why Tailored Training Matters

The EEOC’s recent guidance and various posts, including their LinkedIn insights on workplace conduct, underline a crucial point: generic training doesn’t cut it. An effective anti-harassment program isn’t just a checkbox; it requires active management and should be tailored to fit the specific nuances of your team and the situations they'll face. This is especially true during large-scale events like the RNC, where the dynamics on the ground can significantly differ from day-to-day operations.

Assessing Risk Factors

According to the EEOC, an effective training program begins with assessing potential harassment risk factors inherent to your specific environment. The extended bar hours during the RNC are a perfect example. They could potentially increase the risks of harassment—more hours mean more interactions, heightened emotions, and increased alcohol consumption, all of which can contribute to incidents that escalate into harassment if not properly managed.

Incorporating Real-World Scenarios

The EEOC emphasizes the importance of training that includes examples and role-playing scenarios relevant to the employees’ daily experiences. For the RNC, this could mean preparing your staff for scenarios like dealing with intoxicated guests, managing heated political discussions, or handling unwelcome advances—all within the safety of a controlled training environment. This approach not only makes the training more engaging but also more applicable and likely to be retained.

Compliance Levels: Good, Better, Best

• Good: Basic awareness of anti-harassment policies.
• Better: Interactive training that covers generic scenarios.
• Best: Customized, detailed training that anticipates specific challenges, like those posed by the RNC, and equips employees with practical skills and responses.

Why ‘Best’ Really is Best

​Opting for the ‘Best’ level of compliance—like what we’re proposing with the NextGen Legal’s ‘Ready for the RNC: Employee Training Package’—ensures that your staff isn't just reacting in the moment but is well-prepared to handle potentially volatile situations with confidence and legality. This level of preparedness is what the EEOC views as exemplary in maintaining not just compliance but a proactive stance against harassment.

Next Steps

Perplexed in Milwaukee, while the upfront effort may seem daunting, this training is an investment in your team’s competence and your establishment's reputation during the RNC and beyond. It’s about making sure your staff can not only manage but excel under pressure, reflecting the best of Milwaukee’s hospitality. It’s also an insurance policy of sorts, because your training will become “Exhibit A” if you face a harassment claim.

I encourage you to consider embracing this comprehensive approach. The ‘Ready for the RNC: Employee Training Package’ is tailored to equip your team with the necessary tools and knowledge to navigate the unique challenges of the event. 

Reserve your spot soon—this is one prep session you won’t want to miss!
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Warm regards, Attorney Bob

P.S. Ready to step up your training game? Contact us at NextGen Legal for more details and secure your training package today. Let’s ensure your team leads with confidence and professionalism.

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About Attorney Bob

​Bob Sanders is an Attorney and the founder of NextGen Legal. After spending over a decade in BigLaw, working with clients of all sizes across the US, he became acutely aware of the recurring barriers that deterred businesses from seeking proactive legal advice: shrinking legal budgets competing with escalating fees. This realization spurred Bob to create NextGen Legal, a firm designed to eliminate these barriers and provide clients with the high-quality legal advice they need, exactly when they need it. 

At NextGen Legal, we're transforming the traditional law firm model. Bob’s extensive experience in labor and employment law has been instrumental in shaping a service that offers both day-to-day legal counsel and rapid response for emergent issues. We strive to empower our clients with the knowledge and strategies necessary to navigate the legal landscape effectively and make confident employment decisions, without the fear of unexpected costs.
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Rated a Rising Star by SuperLawyers (an accolade reserved for only 2.5% of attorneys in Wisconsin), Bob provides strategic legal advice and counsel to companies of all sizes, helping business leaders make confident, informed decisions. His expertise spans employment law, regulatory compliance, litigation, safety, corporate strategy, and risk mitigation. Bob excels in transforming complex legal challenges into clear, actionable business solutions, offering strategic guidance to leadership teams.

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