Dealing with Sexual Harassment Claims

Overview/Description
 How can a room full of lively peers be silenced in a matter of seconds? Just mention the term "sexual harassment." When it's mentioned, pained expressions, bowed heads, or excessive fidgeting may occur. That's because dealing with sexual harassment issues can cause physical and psychological reactions for all involved. Sexual harassment claims will also cost companies money; up to 6.7 million dollars annually for a typical Fortune 500 company. And they involve paperwork--documentation, documentation, and more documentation. No matter how or when harassment occurs it's a raw issue that can make everyone feel vulnerable, but it's ultimately a management responsibility to competently investigate and resolve sexual harassment claims. Since it's estimated that 40% of all working women and 15% of all working men have claimed to have experienced sexual harassment, managers must be prepared to handle a claim when it inevitably happens. Managers may need to ask themselves, "Would I know how to investigate and document a sexual harassment claim in such a way that my company and I are above reproach?" If they have any doubt, then this course will provide them with the guidance they need. They'll discover techniques for investigating, documenting, and presenting findings from sexual harassment claims. But that's not all managers need to do. How can they train employees to suppress the non-censored and blatantly sexual character that can take charge when not guarded? By training them, that's how. Yet, not every company has sexual harassment prevention training programs in effect. In fact, only about 62% do. Ninety-two percent have written anti-harassment policies, but are they really being followed? This course will provide the learner with foundational information--how to establish anti-harassment policies, and promote compliance with these. But even for those who've handled harassment issues in the past, they know that there's always one more situation with a new twist. Imagine that a manager needs to tell an employee that a claim of sexual harassment could not be substantiated, and then reassure this employee not to fear retaliation or quit. It can also be stressful to manage a situation in which employees who were once involved romantically--and aren't any more--are harassing each other. Yet, management might be faced with these situations. That's why, in this course, the learner will also find out how to deal with the effects of sexual harassment.

Target Audience
 Front-line managers

Expected Duration
2.0 hours

Lesson Objectives:

Establishing a Sexual Harassment Policy

  • recognize the importance of sexual harassment prevention efforts in the workplace.
  • select examples of best practices for implementing a sexual harassment policy.
  • choose examples of actions that promote compliance with a sexual harassment policy.

    • Handling Sexual Harassment Claims

  • recognize the importance of effectively handling workplace sexual harassment claims.
  • match the guidelines for properly documenting workplace sexual harassment claims with examples.
  • follow the procedures to investigate a hypothetical sexual harassment claim.
  • identify guidelines for presenting findings from a sexual harassment investigation.
  • identify methods for managing the residual effects of a sexual harassment investigation.
  • match methods for managing the residual effects of a sexual harassment investigation with examples.

    • Course Number: HR0182