Workplace Harassment Training

Protect Your Employees and Your Liability

Workplace harassment claims can cost your company anywhere between thousands and millions of dollars – not to mention the intangible cost to your company’s reputation. Without the proper tools and training, it can be easy for a manager or an employee to step over the line of acceptable behavior with their words, actions, or even social media posts.

The saying, “An ounce of prevention is worth a pound of cure,” certainly applies to workplace harassment. Employers are far better off putting time and attention toward preventing harassment in the workplace to avoid the negative effects that harassment can have on their employees, work environment, company culture and reputation, and their bottom line should they have to pay expensive claims.

Looking for Workplace Harassment Training?

We can deliver customized workplace harassment training to meet your organization’s needs.

Understanding Workplace Harassment and Employer Responsibility

Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), the Americans with Disabilities Act of 1990, (ADA) and/or the Genetic Information Nondiscrimination Act of 2008 (GINA). The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws that prohibit employment discrimination. The EEOC defines harassment as unwelcome conduct that is based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information. In addition, employers are responsible for following any other federal, state, or local laws protecting additional characteristics or persons from harassment.

Harassment becomes unlawful where:

Enduring the offensive conduct becomes a condition of continued employment, or
The conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.

Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.

In addition to wanting to be on the right side of the law, it’s simply good business practice for employers to take steps to foster an environment where workers are expected to treat each other with dignity and respect.

Workplace Harassment Policy and Training

We can help organizations to take some basic steps to protect your employees and your organization. For example, we can help you to create a well-defined workplace harassment policy and complaint procedure.

You cannot assume that your managers and employees understand what workplace harassment is and know how to avoid creating a risk for themselves, fellow employees, or your company. That’s why providing harassment prevention training is so important.

Clark Schaefer Strategic HR provides customized Workplace Harassment Training geared toward managers and/or employees, with the intended result of raising awareness and creating a positive culture of respect and professionalism.

Photo - Robin Training - Generations in the Workplace

Our Workplace Harassment Training Includes:

Definition of Workplace Harassment
Review of your Workplace Harassment Policy
Types of harassment and behaviors that may constitute harassment
Workplace bullying
Complaint procedure
How to prevent harassment and bullying
The manager’s role
The impact on the workplace
Tips to creating a positive work environment

What Should You Do If Harassment Occurs?

If you receive a harassment complaint, it is critical that you promptly investigate and address any misconduct that is found. Properly conducted employment investigations can minimize your company’s liability.

Strategic HR has extensive experience working with companies and their legal teams to provide unbiased third-party investigations to ensure the neutrality and validity of your investigations.

Learn how we can help with your Workplace Investigations.

Here’s What Our Clients Say…

“Strategic HR has been so wonderful to work with! They are so knowledgeable and willing to help out with any questions I have. They presented Workplace Harassment and Bullying and it was a huge success!”

HR ManagerNorcan/Sky Logistics and Distribution, Inc.

“I heard very positive feedback from the harassment training. Employees said that it brought more awareness for them and they learned new things. I really liked how Cathleen read the harassment policy with the employees and walked through it step by step. With the managers, there was a stress of personal liability.”

HR ManagerCassady Schiller

The information provided on this website does not, and is not intended to, constitute legal advice; instead, all information, content, and materials available on this site are for general informational purposes only. Readers of this website should contact their attorney to obtain advice about their particular situation and relevant jurisdiction. This website contains links to other third-party websites. These links are only for the convenience of the reader, user or browser; Strategic HR does not recommend or endorse the contents of the third-party sites.