Sexual Harassment Training Seminars
In our Sexual Harassment Awareness
training seminars your employees will learn and apply
the important skills of handling sexual harassment issues
and complaints. This hands on seminar thoroughly addresses
the elements of how to
prevent unacceptable
behavior. The seminar includes a detailed
overview of what sexual
harassment is, explains legal definitions, discusses sexual
harassment prevention, and shows how to handle sexual
harassment complaints and maintain a positive work
environment.
For more information about individual sexual harassment
training seminars please complete
this form. Once the form is received one of our
consultants will provide you with a confidential proposal
that will include a detailed description of the training
seminar and the costs for conducting it.
Sexual Harassment Training:
Facts About Sexual Harassment
Sexual harassment is a form of sex
discrimination that violates Title VII of the Civil Rights
Act of 1964.
Unwelcome sexual advances, requests for sexual favors, and
other verbal or physical conduct of a sexual nature
constitutes sexual harassment when submission to or
rejection of this conduct explicitly or implicitly affects
an individual's employment, unreasonably interferes with
an individual's work performance or creates an
intimidating, hostile or offensive work environment.
Sexual harassment can occur in a variety of circumstances,
including but not limited to the following:
• The victim as well as the harasser may be a woman or a
man. The victim does not have to be of the opposite sex.
• The harasser can be the victim's supervisor, an agent of
the employer, a supervisor in another area, a co-worker,
or a non-employee.
• The victim does not have to be the person harassed but
could be anyone affected by the offensive conduct.
• Unlawful sexual harassment may occur without economic
injury to or discharge of the victim.
• The harasser's conduct must be unwelcome.
It is helpful for the victim to directly inform the
harasser that the conduct is unwelcome and must stop. The
victim should use any employer complaint mechanism or
grievance system available.
When investigating allegations of sexual harassment, EEOC
looks at the whole record: the circumstances, such as the
nature of the sexual advances, and the context in which
the alleged incidents occurred. A determination on the
allegations is made from the facts on a case-by-case
basis.
Prevention is the best tool to eliminate sexual harassment
in the workplace. Employers are encouraged to take steps
necessary to prevent sexual harassment from occurring.
They should clearly communicate to employees that sexual
harassment will not be tolerated. They can do so by
establishing an effective complaint or grievance process
and taking immediate and appropriate action when an
employee complains.
See also: How To File A Charge of Employment
Discrimination
Source: NA
http://www.eeoc.gov/facts/fs-sex.html
