In 2012 alone, the US Equal Employment Opportunity Commission ordered that $365,400,000 (that’s 365.4 million dollars!) be paid out for discrimination and harassment charges. No wonder companies are working to be more proactive in preventing harassment.
But how do you prevent harassment from occurring? What sorts of policies should be in place? What should managers do to protect their employees? And if a complaint is filed, what will we do? All of these questions (and more!) will be answered in this two-day workshop.
(Source for statistics: http://www.eeoc.gov/eeoc/statistics/enforcement/all.cfm)
You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.
This session will look at legal, literary, and reasonable man/woman definitions of harassment.
This session will discuss sexual harassment in a lecture and small group work. Topics covered include the definition of sexual harassment, the components of harassment, and common scenarios that could be construed as harassment.
In this session, we will discuss what kind of harassment training can benefit an organization.
The best way to prevent harassment from occurring is by setting a clear policy, educating employees about it, and enforcing it. We will discuss some basics of creating, implementing, and monitoring a policy, plus some training points.
Next, participants will explore some other ways of preventing harassment in groups.
One of the most important prevention strategies is for managers to carefully monitor their workplace. During this session we will use a lecture and a role play to talk about how managers can do this.
There are many things that you can do to minimize your risk of being harassed or of being perceived as a harasser. We will discuss six of them.
During this session we will discuss what you can do if someone is harassing you, including techniques for saying no. Participants will then practice these techniques during a role play.
There will often be situations where a manager thinks or knows that harassment is occurring, but a complaint has not been filed. We will discuss what to do in this situation.
If you are in the situation where someone has filed a complaint against you, do not panic. There are several steps that you can take to deal with the situation appropriately, all of which will be discussed in detail during this session.
No matter how proactive you are, most employers receive a harassment complaint at some point in time. We will discuss the four key components of dealing with a complaint fairly and appropriately.
If you suspect that a harassment complaint is false, you must be very careful when dealing with it. This session will discuss some things that you can do in this situation.
When the claimant decides to file a complaint, mediation may be offered as an alternative. We will discuss what mediation is, when it is and isn’t appropriate, and how the process may work. Participants will also have an opportunity to role play mediation.
Investigating harassment complaints often requires special training and skills. During this session, we will cover some basics of investigation, including when a complaint should and should not be investigated, who should be involved, what the investigation process should look like, and how results can be reported.
During this session we will talk about who should make the final decision about the complaint. We will also discuss when you should involve legal counsel.
There are three possible solutions to a harassment complaint: solutions for the complainant, solutions for the respondent, and solutions for the organization. We will explore possibilities for each case during this session.
Once the harassment complaint has been resolved, everyone should try to get back to normal life. This session will discuss how managers and the organization as a whole can help employees make this transition.
The afternoon of day two will be spent role playing four stages of the harassment process: the initial consultation with an advisor, the filing of a formal complaint, an investigation, and the decision. Detailed case files are provided with the course.
At the end of the course, students will have an opportunity to ask questions and fill out an action plan.