The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.
This activity has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org." ...more

---

TrainHRLearning is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. ?

1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

Overview:

Sexual harassment prevention training for SUPERVISORS typically covers a range of topics aimed at equipping them with the knowledge, skills, and strategies necessary to recognize, prevent, and address instances of sexual harassment in the workplace.

Here's a description of what such training might entail:

• Understanding Sexual Harassment: The training begins by defining sexual harassment, including both overt behaviors (such as unwanted physical contact or advances) and more subtle forms (such as inappropriate comments or gestures). It educates SUPERVISORS on the various forms sexual harassment can take, including verbal, non-verbal, and physical behaviors
• Legal Framework and Policies: SUPERVISORS learn about relevant laws and regulations related to sexual harassment, including Title VII of the Civil Rights Act, the Equal Employment Opportunity Commission (EEOC) guidelines, and state-specific regulations. They also become familiar with the organization's sexual harassment policies, reporting procedures, and disciplinary measures
• Recognizing Harassment: Training provides SUPERVISORS with tools to recognize signs of sexual harassment, including understanding power dynamics, recognizing subtle forms of harassment, and identifying situations where harassment may occur. This may involve case studies, role-playing scenarios, or real-world examples to illustrate different situations
• Prevention Strategies: SUPERVISORS learn proactive strategies to prevent sexual harassment in the workplace, such as promoting a culture of respect and inclusivity, setting clear expectations for behavior, and establishing channels for reporting harassment confidentially. They also learn how to effectively communicate organizational policies and expectations to their teams
• Responding to Complaints: The training covers appropriate responses to reports or complaints of sexual harassment, including how to conduct investigations, maintain confidentiality, and support both the complainant and the accused. SUPERVISORS learn about their role in addressing harassment allegations promptly and fairly, while also protecting the rights of all parties involved
• Promoting a Respectful Workplace Culture: Training emphasizes the importance of leadership in creating a workplace culture where all employees feel respected, valued, and safe from harassment. SUPERVISORS learn how to lead by example, model appropriate behavior, and foster open communication channels where employees feel comfortable reporting concerns
• Documentation and Follow-Up: SUPERVISORS are trained on the importance of documentation in addressing sexual harassment complaints, including how to accurately record incidents, investigations, and disciplinary actions. They also learn the importance of follow-up to ensure that corrective measures are implemented effectively and that employees feel supported throughout the process
• Ongoing Education and Enforcement: Finally, the training emphasizes the need for ongoing education and enforcement of sexual harassment policies and practices. SUPERVISORS are encouraged to stay updated on relevant laws and best practices, regularly communicate with their teams about expectations regarding behavior, and actively intervene to prevent harassment whenever necessary

Why should you Attend: Attending sexual harassment prevention training as a SUPERVISOR is not only a legal requirement in many cases but also a critical step in promoting a safe, respectful, and inclusive workplace environment. It helps protect employees, mitigate risk, and uphold organizational values, ultimately contributing to the overall success and well-being of the company.

Attending sexual harassment prevention training as a SUPERVISOR is essential for several reasons:

• Legal Compliance: Many jurisdictions require SUPERVISORS to undergo sexual harassment prevention training as part of their legal obligations. By attending, you ensure your organization remains compliant with the law, avoiding potential legal repercussions
• Creating a Safe Work Environment: As a SUPERVISOR, you play a crucial role in fostering a safe and respectful workplace culture. Sexual harassment prevention training equips you with the knowledge and tools to recognize, address, and prevent instances of harassment, creating a more inclusive and welcoming environment for all employees
• Protecting Employees: By understanding the nuances of sexual harassment and how to prevent it, you can better protect your employees from experiencing or perpetuating such behavior. This not only safeguards the well-being of your team but also helps maintain morale and productivity
• Mitigating Organizational Risk: Instances of sexual harassment can have severe consequences for both individuals and organizations, including damage to reputation, costly legal battles, and loss of talent. By proactively addressing and preventing harassment through training, you reduce the risk of these negative outcomes
• Leading by Example: Attending sexual harassment prevention training demonstrates your commitment to upholding ethical standards and promoting respectful behavior within your team. It sends a powerful message that harassment will not be tolerated and sets the tone for expected conduct throughout the organization
• Building Trust and Respect: Investing in training shows your employees that you take their concerns seriously and are dedicated to creating a positive work environment. This can enhance trust in leadership and foster a culture of mutual respect and support

Areas Covered in the Session:

• What is sexual harassment
• Examples and Scenarios
• Reporting sexual harassment or discrimination
• Company policies
• Appropriate/inappropriate SUPERVISOR behavior
• Steps to follow after a harassment complaint has been reported

Who Will Benefit:

• Managers
• Supervisors
• HR professionals