Sexual Harassment Training Classes
In our Sexual Harassment Awareness
training classes your employees will learn and apply
the important skills of handling sexual harassment issues
and complaints. This hands on class thoroughly addresses
the elements of how to
prevent unacceptable
behavior. The class 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 classes 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
class and the costs for conducting it.
Sexual Harassment Training:
Sexual Harassment Class - Are You a Victim?
Sexual harassment is commonly defined as anything in word or deed that is sexual in nature which makes you uncomfortable; plain and simple. Even though sexual harassment was outlawed nearly twenty-five years ago, it is still an enormous problem in the workplace. Federal and state laws protect men and women from any type of sexual harassment under the Federal Civil Rights Act of 1964, and it violates Title VII of the act.
TYPES OF SEXUAL HARASSMENT
There are two types of sexual harassment, "quid pro quo" and "hostile environment" harassment.
"Quid Pro Quo" is the Latin term meaning "something for something". This type of harassment occurs when a job benefit is directly related to an employee submitting to unsolicited sexual advances, requests for sexual favors, or any other verbal or physical conduct of a sexual nature by someone with supervisory authority who has authority to grant or withhold job benefits. For example, a supervisor promises an employee a promotion if he/she will go out on a date with him/her, or tells an employee he/she will be fired if he/she doesn't sleep with him/her.
Hostile environment sexual harassment occurs when an employee is subjected to unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature and such conduct has the intention or effect of interfering with an individual's daily work performance or creating an intimidating, hostile, or offensive working environment. Supervisors, managers, co-workers and even customers can be responsible for creating a hostile environment.
VICTIMS OF SEXUAL HARASSMENT
Sexual harassment victims can be male or female, gay or straight. The victim does not have to be of the opposite sex of the harasser. Furthermore, a victim of sexual harassment does not have to be the person harassed but could be any individual affected by the offensive conduct.
THE SEXUAL HARASSER PROFILE
The harasser may be male or female, gay or straight. Harassers can be supervisors, agents of the employer, perhaps a supervisor in another area, a co-worker, or a non-employee.
VERBAL REMARKS CAN CONSTITUTE SEXUAL HARASSMENT!
When this type of complaint is filed, the EEOC will evaluate the entirety of the circumstances to ascertain the nature, frequency, context, and intended target of the remarks.
WHAT SHOULD VICTIMS DO?
The victim should directly inform the harasser that the conduct is unwelcome and must stop. It is important for the victim to communicate that the conduct is unwelcome, particularly when the alleged harasser may have some reason to believe that the advance may be welcomed.
Notify the harasser's supervisor immediately. Be sure to follow your employer's grievance procedures. If the harasser happens to be the owner of the company, and there is no HR department, then make a formal complaint to the EEOC in your city.
Keep a written journal or record of all incidents. Write down what happened, what was said to you and how you chose to deal with it at the time and why. Also include the date and the time of the incident. Keep this record or journal in a safe place.
Most importantly do not keep what has happened, or is happening, to yourself. You have done absolutely nothing wrong; you have the right to work in a safe environment free of sexual harassment.
Source: L. Scott Harrell
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