Sexual Harassment Prevention Training for Managers
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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: 120 minutes.
CEUs: HIPAA Exams is authorized by IACET to offer 0.2 CEUs for this program. CEU Information
Free Certification of Completion available instantly for download or printing upon successful completion.
Overview
This two-hour long, interactive course, is designed for managers, leaders, supervisors, employers, HR representativies or anyone with decision making responsibilities. Leaders will uncover the different types of sexual harassment, including quid pro quo and hostile work environment. They will learn to identify behaviors of sexual harassment; as well as, how to prevent it from happening. Leaders will also learn how to lead an investigation into a Sexual Harassment complaint - including who to interview, types of interview questions to ask, types of documentation needed, and what remedial measures can be taken to confront a sexual harassment compliant.
This course meets training requirements for all 50 US States, including California and NY State.
- California Sexual Harassment Training
- New York State Sexual Harassment Training
Course includes interactive elearning with stand-alone exam
Learning Objectives
At the conclusion of this self-study, educational module, participants will be able to:
- Recognize the importance of sexual harassment education
- 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
- Discuss employer responsibility and liability as it relates to sexual harassment
- Identify employer actions to prevent workplace harassment
- Describe employer actions when investigating a report of harassment
- Recognize the importance of documentation of reports of harassment
- Discuss remedial measures an employer should take to correct harassment in the workplace
- Identify correct responses by an employer in a harassment or potential harassment scenario
Target Audience
This course is intended for all managers, supervisors, members of leadership, HR professionals, or anyone who may be a decision maker in cases of Sexual Harassment.
California State Sexual Harassment Training is required for all employees in organizations that have five (5) or more employees
New York State Sexual Harassment Training is required for ALL New York State Employees, no matter size of organization
This course is for all managers/leadership, not employees. For the one-hour employee course, please see our Sexual Harassment Training course.
Table of Contents
Sexual Harassment for Managers
Table of Contents:
- Introduction
- Sexual Harassment for Employees
- Sexual Harassment in the Workplace
- Cost of Sexual Harassment
- What is Sexual Harassment
- Types of Sexual Harassment
- Quid Pro Quo
- Hostile Work Environment
- Behaviors of Sexual Harassment
- Knowledge Checks and Activities
- Gender Identity
- Gender Expression
- Sexual Orientation
- Taking Action - employees
- The Law
- Retaliation
- Witnesses to Sexual Harassment
- What Should You Do Activity
- Leadership and Management Responsibilities
- Taking Action - Employer
- Employer Liability
- Federal Sexual Harassment Law
- Legal Responsibilities
- Harassment by a Supervisor
- Tangible Employment Activity
- Preventing Harassment
- Reasonable Steps
- Investigation
- Investigation Questions
- Who to Investigate (complainant, accused, witnesses)
- Documentation (what and when to document)
- Remedial Measures
- Practice Scenarios
- Final Assessment
Course Content Example 1:
All Reasonable Steps:
- An employer must take all reasonable steps to prevent discrimination, harassment, and retaliation.
- This includes:
- Establish a policy prohibiting harassment
- Establish a detailed procedure for making complaints
- Distribute the policy to all employees
- Ensure all supervisors and managers understand their responsibilities under the anti-harassment policy and complaint procedures
- Enforce the anti-harassment policy
- Encourage employees to follow the complaint procedure outlined in the policy
- Provide training to employees and supervisors about sexual harassment
- Thoroughly investigate any claims of harassment
- Take immediate measures to stop harassment when reported and prevent it from recurring
Course Content Example 2:
Documentation
- Documentation of harassment incidents is critical!
- Employers may be required to show when and how they investigated and addressed harassment complaints (e.g. during an EEOC investigation or trial)
- When it comes to harassment, if it wasn't documented, it wasn't done!
- Thorough documentation of the complaint, all steps of the investigation, conclusion, and any remedial measures taken must occur to demonstrate appropriate response to the complaint
- Documentation of harassment and company requirements for documentation should be outlined in antiharassment policies
- How detailed and specific documentation has to be is up to the company to determine
- Leadership should work with Human Resources and Legal counsel to determine the documentation requirements for their company, which should be based on their local, state, and federal laws
Features
Download Certificate of Completion Immediately
3 Attempts to Pass Your Exam
Instant Access: 100% Online - Access 24/7 from Anywhere
No Recurring Fees
