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STORM FRONT TRAINING SOLUTIONS LLC |
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Sexual Harassment Prevention Training |
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Sexual Harassment Prevention Training Sexual Harassment Prevention training is typically a two hour instructor led interactive discussion that explores legal definitions of sexual harassment and gender discrimination. The course is designed for onsite classroom delivery incorporating Federal laws, review of corporate policies, and procedures to resolve conflict in the workplace resulting from sexual harassment and an intimidating and/or hostile work environment. Subjects covered by instruction are management and employee responsibilities, the review of existing laws and policies, liabilities, resolution procedures, alternate dispute resolution (ADR), the definition of sexual harassment and gender discrimination separating the myths from facts, along with tools to recognize and prevent discrimination in the workplace. Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. Sexual Harassment includes personal or impersonal derogatory attitudes, unwanted dating pressures, sexual propositions, physical sexual or non sexual contact, and sexual coercion. Facts about Sexual Harassment In Fiscal Year 2005, The Equal Employment Opportunity Commission (EEOC) received over 12,000 charges of sexual harassment costing business $47.9 million in monetary benefits (not including monetary benefits obtained through litigation). Sexual Harassment lowers morale, creates an unhealthy working condition, loss of business effectiveness, decreases productivity, absenteeism, low retention rate, and an increased cost. Sexual Harassment can occur under a variety of circumstances: The victim of sexual harassment as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. Unlawful sexual harassment may occur without economic injury to or discharge of the victim. The harasser's conduct must be unwelcome. An industry survey conducted by a New York Law firm specializing in workplace issues noted that 63% of respondents had handled a sexual harassment complaint at their company. Prevention The EEOC states: “Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains”. A Training Magazine survey of 1,652 US companies with at least 100 employees found that 91 % were conducting sexual harassment training, and 68% doing so at least annually. For more information on providing Sexual Harassment Prevention Training for your business contact us at service@stormfronttraining.com or call (800) 957-7572. |