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.
First, provide your employees with
harassment training.
In Connecticut, employers with more than 50 employees are required to provide worker
sexual harassment training seminars; employers with three or more employees must post information concerning the illegality of
sexual harassment in the workplace. New York has no such
workplace harassment training class requirement. Regardless of whether
harassment training
courses legally mandated, education is a sound investment. Aside from the most overt instances of harassment, most situations are ambiguous.
Harassment training
courses increase the sensitivity of all employees about the "gray areas," and will help to foster constructive discussion in
work harassment training
classes among workers. In many situations, the accused employees had no previous indication that others found their actions offensive.
A sound sexual harassment
workshop program including workplace harassment training
workshops will teach individuals how to let co-workers know when their behavior makes them uncomfortable before the behavior gets out of hand.
All companies should have a
Work Harassment-free Policy and schedule
workplace harassment training classes that state clearly and unequivocally that
sexual harassment of any type will not be tolerated, defines behavior that constitutes harassment and details a procedure for reporting violations of the policy. Sexual Harassment Training
Seminars can prevent a hostile work environment
This
Work Harassment policy should be distributed and communicated to employees regularly. When an employee does report an incident of
sexual harassment, the manner in which the company handles the claim will often play a large part in determining whether the matter will be resolved - or end up as a statistic at the EEOC or applicable state agency. It is critical to take all complaints seriously and conduct a proper investigation.
I have observed with some clients a reluctance to investigate a complaint, citing reasons such as, "the accused is our top sales person," or "the complainant is a troublemaker." Do not make assumptions about a situation based on preconceived notions about the parties involved.
Handle the
sexual harassment investigation in a responsible and professional manner.
If you do not have employees who know how to conduct a proper internal
work harassment investigation, it is advisable to hire an attorney or other experienced, independent investigator. Be aware, though, that when using an outside investigator, employers may be subject to the provisions of the Fair Credit Reporting Act. This act could trigger an obligation for the employer to get permission from the accused party for the third party to conduct the
work harassment investigation. Understand the
work harassment laws before you act.
Maintain confidentiality in
Sexual Harassment Cases.
While you cannot assure individuals that you interview that you will not share any information, you should inform them that all information will be kept as confidential as possible, and will only be disclosed to those with a "need to know." Treat all persons interviewed with dignity.
Avoid jokes or threats, or providing personal opinions about the information discussed. Inform the parties involved that retaliation is forbidden.
Once you analyze the facts, reach a conclusion and take action. Often, the investigation will yield conflicting information. Many investigations come down to assessing the credibility of the participants, examining the facts and determining the motivations of the individuals.
The
Sexual Harassment Investigation
When the investigation yields a definitive result, take action that corresponds with the severity of the offense, and be consistent.
Even if you are unable to reach a firm conclusion, it is appropriate to warn the accused to avoid similar conduct in the future, and to encourage the complaining party to report any further incidents. Above all, provide
work harassment
seminar or
course and prevent employee perception that the company "does nothing" about complaints. This will only lead workers to seek redress from an outside source.
Source: Shawn Smith Link
