With workplace harassment claims dominating the headlines, every business needs to take harassment prevention training seriously. Human Resources managers are uniquely responsible to guide their organizations in preventing sexual harassment and to properly address concerns when employees complain about workplace conduct. This 2-day course will give you a firm understanding of the law surrounding this issue and help you know what best practices to put in place at your employer to communicate behavior expectations. You will also learn expert investigative techniques that will help you feel confident in resolving issues, both for your employee's benefit and to reduce your employer’s potential liability. This is a 12-credit class to assist with your professional certification requirements.
Learning Objectives:
- Define Sexual Harassment and offensive behavior that can be considered harassment
- Explain the statutory regulations and legal background of Sexual Harassment.
- Define Quid Prop Quo versus Hostile work environment
- Understanding employers’ responsibility with sexual harassment
- Identify the effects that sexual harassment has on people.
- Recognize that sexual harassment of any type is a form of discrimination and will not be tolerated.
- Implement ways of handling claims of sexual harassment.
- Explain your role as an HR professional dealing with sexual harassment claims
- Discuss precedent case law Faragher City of Boca Raton 1998
- Review precedent case law Burlington Industries, Inc. v. Ellerth 1998
- Review precedent case law Oncale v. Sundowner
- Explain “vicarious responsibility”
- Learn How To Prevent Costly Employee Litigation Claims
- The liability of “you knew” or “you should have known”
- Explain the steps when an employee files a claim of harassment with the Equal Opportunity Commission
- Define the steps to handle sexual harassment complaints
- Explain what is involved in a “Thorough” and “Prompt” investigation
- Discuss EEOC’s guidelines to handle “inconclusive conclusions” in an investigation
- Identify procedures to prevent sexual harassment from happening
- A process on how employees file an EEOC sexual harassment claim
- Companies “zero tolerance” with sexual harassment
- Discuss what “constructive discharge means”
- Identify the meaning of a “reasonable person”
- Discuss what a prompt and thorough investigation means
- Building the “puzzle”
- Discuss obtaining corroboration – witness statements
- Discuss how to “substantiate the allegations”
- Identify the steps of “The investigative report”
- Review the steps necessary to avoid a case of retaliation in addition to the sexual harassment claim
Who will Benefit:
- Human Resources Manager
- Risk Management
- HR Supervisor
- HR Generalist
- Employee Relations Persons
- Training and Development Manager
- Senior management should undergo the awareness course, to identify, respond, report and prevent sexual harassment practice at a workplace.