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:
Steps Employers Can Take to Avoid Sexual Harassment Lawsuits
1.) If your company does not have a
sexual harassment/discrimination policy, get one fast! The
policy should communicate that the company is taking a
"zero tolerance" approach toward sexual harassment. Have
an attorney review it, and make sure it gets out to all
your employees either through the employee handbook or in
memo form. Have the employees sign it to acknowledged that
they received and read the policy. The policy should be
verbally communicated to all new employees, and can even
be posted in the workplace. If you have employees whose
primary language is not English, have your sexual
harassment policy translated or communicate to them in
their primary language.
2.) Provide different routes that employees can take to
file complaints; i.e., calling a hotline, contacting the
human resource department, or by contacting their
supervisor. Also the employee should have the option of
talking with a male or female company representative.
3.) Conduct sexual harassment training, even if it is only
composed of reading material or watching a video,
something is better then no training at all.
4.) Conduct yearly meetings with your supervisors to
review the sexual harassment policy, and to make sure that
they understand that an employee does not need to suffer
negative consequences in order to make a claim of sexual
harassment. Inform the supervisors that even mild to
moderate sexual jokes or statements can create an
atmosphere of hostility that will make some employees
uncomfortable, and could lead to the creation of an
environment where sexual discrimination could develop. The
supervisor should also be directed to always inform upper
management of any sexual harassment complaints he or she
receives from employees. Supervisors should never promise
confidentiality with an employee when the information
relates to sexual harassment.
5.) Conduct a yearly sexual harassment survey among your
employees. The survey can be done anonymously and should
be distributed with a copy of the company’s sexual
harassment policy. The survey can simply ask the employees
(male and female) if they have experienced any form of
sexual harassment during the past year. Why do a survey?
The results of the survey will tell a court that your
company is actively engaged in preventing and correcting
sexual harassment. Remember, that the Supreme Court has
just determined that an employer can be held liable for
incidents of sexual harassment that they are unaware of
occurring. So, one method of defense will be to
demonstrate to the court or a jury that your company
conducts yearly meetings with supervisors and also
conducts a yearly sexual harassment survey to attempt to
uncover sexual harassment violations before they cause
problems for your employees.
6.) Conduct investigations promptly and thoroughly. After
the dispute is resolved, a follow up should be done with
the employee to ensure that no one has suffered
retaliation. Make sure your sexual harassment policy
spells out clearly that retaliation against an employee
filing a sexual harassment complaint is illegal and will
not be tolerated.
7.) Treat same-sex harassment, and men reporting
harassment, the same as you would for a woman reporting
her male supervisor being sexually inappropriate.
8.) Always document the results of any sexual harassment
complaint or investigation. Not only document the results,
but document any corrective action that you asked the
employee or supervisor to take. Follow up on any
corrective action so you can document if the employee
fails to take advantage of your companies
polices/procedures or any corrective action that your
company takes to prevent the sexual harassment from
occurring again in the future.
9.) Inform all employees that it is their obligation to
report sexual harassment that they either experience or
witness.
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