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Sexual Harassment Training Class: Sexual Harassment Legal Cases
Sexual harassment is illegal in the US and other nations, but is sometimes difficult to prove. Stringent, consistent documentation is required from Day One of its inception in order to prove a strong case and to gain a conviction if the case goes to trial. Every new-hire on a new job should begin a work journal to use as a case for proving one's deserving of a raise and promotion and in this journal, evidence of sexual harassment may be recorded on a daily basis. The employee may not realize that it exists until he or she reviews the journal weekly and monthly and notes patterns of behaviors. It's the best proactive action for job advancement and best defensive action in case of harassment.
SCHOOLS
In Ohio from 1990 - 2010, several cases of sexual harassment in public schools and non-profit organizations have been prosecuted with the result that the perpetrator, if a teacher and even if harassment was between two teachers or an administrator and a teacher, was de-licensed, barred from teaching, and required to register as a sex offender. Many Ohio public school systems have anti-sexual harassment policies and regular awareness/prevention training in place, including deep background checks for personnel, yet not all potential perpetrators are eliminated or deterred. My opinion is that these school systems do a high quality job, but cannot catch all possible perpetrators before harassment occurs. The school systems are proactive overall, in my opinion.
NON-PROFIT CORPORATIONS
In the non-school non-profit sector in the same state during the same 20 years, perpetrators have been fired and sometimes required to register as sex offenders, depending on the case. Additional, anti-sexual harassment training has been provided by the state to these organizations, some of which had never instituted such training on their own initiative in the past. That, of course, proved unwise. Non-profits have become more proactive in this state over the last 20 years.
One caveat to proactive status is the fact that several lawsuits involving allegations of sexual harassment in churches and other non-profits in Ohio have been settled out of court with the agreement that none of the parties discuss the case or the settlement moneys and amounts. It is difficult to determine whether these organizations have instituted more effective programs of sexual harassment prevention and address.
Finding a Proactive Company
Many companies list a dedication to diversity on their websites, but a closer look may reveal weaknesses in complying with all ant-discrimination policies and enforcement of EEO regulations. In employment interviews, a candidate may ask what type of sexual harassment or diversity training is available at the company for its workers and according to what schedule of administration. This training is best done at the beginning of employment and regularly thereafter according to some schedule as part of ongoing professional development.
Online searches about specific companies may reveal past sexual harassment and other discrimination legal actions. Law libraries may be of help as well. To my knowledge there is not yet a list of Most Proactive Anti-Sexual Harassment Companies. However, a national registry of harassers anbd abusers in the workplace is in discussion (see links below) and has the potential to be misused in retaliation by disgruntled workers. A national directory of proactive bosses might be nice, however.
Source: Patty Inglish link
