Faculty: Teresa Saul
Successful Completion: Complete entire module, complete the exam with a passing score of 80% or better, and complete the evaluation form.
Estimated Time to Complete Activity: 60 minutes.
CEUs: HIPAA Exams is authorized by IACET to offer 0.1 CEUs for this program. CEU Information
Free Certification of Completion available instantly for download or printing upon successful completion.
This interactive sexual harassment training course is designed for employees (non-managers/leaders). Employees will be educated on the different types of sexual harassment in the workplace, including the difference between quid pro quo harassment vs hostile environment harassment. They will learn to identify behaviors of sexual harassment in the workplace and the meaning of 'acts considered to be sexual in nature.' Additionally, they will learn how to prevent and report instances of sexual harassment.
This course meets training requirements for all 50 US states, including California and New York.
This course includes interactive E-Learning with stand-alone exam.
How Long Is the Sexual Harassment Prevention Training?
The estimated time it takes to complete the sexual harassment prevention training is about 60 minutes.
A program's effectiveness depends on factors like the business, workforce demographics, exposure to harassment, and compliance with federal, state, and local anti-harassment laws. Having strong sexual harassment policies and processes in place is the first line of defense. A solid sexual harassment prevention program should include a few universal factors:
- A Well-Distributed Policy - Sexual harassment should be defined in your employee handbook, along with examples of prohibited behavior. Additionally, it should be well known that your company has a zero-tolerance policy for any sort of sexual harassment.
- Prevention Training - Employers, supervisors, and workers must understand and recognize sexual harassment to help prevent it. Training should highlight examples of inappropriate behavior, such as comments about appearance, physical interactions, or sexual jokes.
- Clear Reporting Procedures - Employers should clearly communicate procedures for reporting sexual harassment incidents, ensuring employees feel comfortable reporting misconduct. Next, establish a legitimate process for investigation and corrective action. An effective process can quickly resolve issues since problems arise when employers fail to report claims.
- Complete Documentation - You should be prepared to record your findings and take any necessary corrective action after an investigation. Never ignore a situation. Employers are required to protect their workers from unethical behavior. If an employee feels unprotected, litigation is likely to follow.
Every employee working in the United States must complete sexual harassment training upon hiring. Some states, including California and New York, call for an annual sexual harassment course. Make sure you are familiar with the laws and regulations of the state you are working in. However, we recommend that workers and managers receive training within six months of starting their job and refresher training every two years.
The well-being of employees and the performance of the company are both put at risk by sexual harassment. The following are a few benefits of workplace training seminars.
- Safer Working Environment - Sexual harassment training aims to improve employee perceptions of coworkers, foster accountability for a secure work environment, and increase awareness of the importance of a harassment-free workplace.
- Educated and Empathetic Staff - Harassment training at work educates employees about crisis options, addresses common issues like excessive management demands, poor stress management, and lack of behavior training, and recommends non-business interventions.
- Adherence to the Law - Harassment of any kind is prohibited in the United States. Businesses should provide training to prevent harassment, reducing employer risk by ensuring employees understand and understand these policies.
- Employee Retention and Reduced Turnover - Low employee engagement leads to high turnover, safety incidents, and quality issues. Training improves satisfaction, productivity, and profitability, reducing absenteeism and costs.
- Creating a Gender-Equal Workplace - Training aims to increase gender awareness among staff, encourage respectful behavior, and promote open and honest discussion. It teaches employees about inappropriate behavior and potential dangers, preventing unnecessary stress and boundaries.
Anti-harassment training is currently required in California, Connecticut, Delaware, Illinois, Maine, and New York. Both Washington State and Washington D.C. have regulations in place for training requirements in specific industries or places of business, but not statewide requirements. So again, make sure you are familiar with the anti-harassment training policy for the state you work in.
In general, nonsupervisory staff must receive at least one hour of anti-harassment training every two years, while supervisory personnel must receive two hours. Just as with sexual harassment training, anti-harassment training must be carried out during the onboarding process for new employees.
At the conclusion of this self-study, educational module, participants will be able to:
- Recognize the importance of sexual harassment training
- Define sexual harassment including basis for discrimination
- Describe the two types of sexual harassment
- Give examples of the two types of sexual harassment
- Identify behaviors that may be sexual harassment
- Discuss additional forms of discrimination based on sex/gender, gender identity, gender expression, and sexual orientation
- Discuss employee responsibilities in the event of sexual harassment
All employees working within the United States should take a sexual harassment training upon employment. Some states require an annual sexual harassment course, including California and New York.
A Sexual Harassment Training California Standards Course is required for all employees in organizations that have five (5) or more employees
A New York State Sexual Harassment Training Course is required for ALL New York State Employees, no matter size of organization
This course is for all employees not in a managerial/leadership role. For managers and leaders, please see our Sexual Harassment for Managers course.
Table of Contents
Course Content Example 1:
Definition of Sexual Harassment
Sexual harassment is defined as a form of discrimination based on a person's sex including pregnancy, childbirth, or related medical conditions or gender, which includes a person's gender identity, gender expression, and sexual orientation.
Course Content Example 2:
Additional Forms of Sexual Harassment
Gender Identity - The gender a person identifies with and can also be described as their individual understanding of their own gender
Gender Expression - The way people show their gender through how they behave and their manners or expression
Sexual Orientation - A person's sexual identity or self-identification of being heterosexual, homo-sexual, bi-sexual , Pansexual, or Asexual
Course Content Example 3:
Categories of Sexual Harassment Behaviors
- Four or obscene language
- Derogatory comments
- Explicit discussions about sex
- Comments about physical attributes
- Sexual gestures
- Sending graphic text, emails, etc.
- Inappropriate touching
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