Sexual Harassment Training
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 workshop 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 courses 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:
Sexual Harassment Training and Preventing Sexual Harassment in the Workplace
Sexual Harassment is a time-bomb ready to explode for employers who do not understand their obligations and responsibilities regarding the behavior of their employees towards fellow employees.
Business owners need to inform their employees about the expectations and limitations of behavior on the job. Businesses face significant damage awards and litigation if the business owner does not "get it right." Two examples from the Equal Employment Opportunity Commission (EEOC) make the point.
$325,000 paid by a Tampa Bay, Florida area pizza chain for subjecting female employees to a sexually hostile working environment. According to the EEOC, the restaurant's manager was harassing two sisters ages 16 and 17 at the time they were employed by inappropriate touching as well as egregious verbal comments.
$200,000 paid to two employees of a steakhouse for the sexual harassment they were subjected to at the hands of an assistant manager.
Sexual Harassment is against the law. It is that simple. Get it right or pay damages.
Sexual Harassment is defined as unwelcome sexual advances and other verbal or physical conduct of a sexual nature when:
Submission to the conduct is either an explicit or implicit term or condition of employment.
Submission to or rejection of the conduct is used as a basis for any employment related decision effecting the person who rejected or submitted to the conduct.
The conduct has the purpose or effect of unreasonably interfering with the person's work performance or creating an intimidating, hostile or offensive work environment.
This behavior is no joke. Companies have found themselves in hot water because of off-color jokes told in the workplace as well as use of demeaning language, such as "honey," "sweetheart" and "cutie."
Attorney written employee policies are vital to inform employees of the conduct that will not be tolerated by an employer, in defending the business against employee accusations and in protecting the business in government investigations of wrongdoing.
Whether or not you or your company is accused of violating state or federal laws, and regardless of the size of your business, every company should adopt a sexual harassment policy as part of an effective employee handbook. All business owners, supervisors, managers and employees are required to follow this important policy. There are no exceptions. Many employee handbooks have sexual harassment company policies that provide for termination of employment where sexual harassment is established.
If you are faced with a complaint by an employee of sexual harassment, take it very seriously. You must investigate the complaint in a timely manner. Doing otherwise may have very serious consequences to the individual engaged in sexual harassment as well as the company.
Source: Jay E. Eckhaus
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