Unfortunately, recent media and political cases have put sexual harassment at the forefront in the workplace. If you thought sexual harassment and workplace violence were getting better, We are sure you were very disappointed.

Additionally, some of the men in the workplace who were really concerned about the rise in sexual harassment accusations were also concerned that what they used to do or still do would now be used against them. Moreover, supportive men in the workplace were in fear of how these allegations would impact them in the future.

The training requirements, investigation process, and policies will assist in the prevention of false allegations.

Learning Objectives:-

• Learn what types of sexual harassment have the most false allegations
• Which requirements have the most effective results of reducing risk when used by Employers
• Which states have required sexual harassment training and what are the differences
• The types of conduct that constitute harassment
• Harassment prevention of lesbian, gay, bisexual, and transgender (LGBT) employees—as well as those who are perceived as LGBT
• Prevention of abusive conduct
• Harassment prevention strategies
• Supervisor's personal obligation to report any harassment, discrimination, or retaliation immediately on becoming aware
• Practical illustrative examples of harassment (real cases or hypotheticals) using role plays, case studies, group discussions, or other methods
• An explanation of limited confidentiality during the harassment complaint and investigation process.
• Appropriate remedial steps to correct harassing behavior, including the employer's obligation to effectively investigate harassment
• What a supervisor should do if accused of harassment
• Essential elements of an anti-harassment policy include the supervisor's role in the complaint procedure

Why Should You Attend?

Many Employers do not handle sexual harassment claims effectively. The investigation of claims is one of the factors in addressing true or false claims. Investigations not done timely will impact the results of any allegation. Learn how Investigations, training, and other requirements will reduce allegations of false allegations.

Supreme Court decisions and the current EEOC Guidelines make it clear that employers need to go beyond simply having an anti-harassment policy. Employers must provide training to ensure every manager and employee understands the organization's harassment policy. Employers must show due diligence relative to controlling workplace harassment. Every employee should be trained on what harassment is, and what to do about harassment if they see it happening to them or anyone else.

Managers and supervisors must be aware of their liability and their responsibility to control harassment. They need to know how to prevent sexual, and other forms of workplace harassment, and what steps to take if harassment claims are made.

Who Should Attend?

• CEO
• CFOs
• Board of Directors
• Supervisors/Manager
• Leadership & Executives
• Program Managers, Office Managers (with HR Roles)
• HR Workplace Compliance Professionals (Officers, Directors, Managers, and Specialists
• HR Professionals
• Office Managers and/or any professional onboarding new hires
• Senior HR Professionals