The Importance Of California Sexual Harassment Training

(STL.News) Training to avoid sexual harassment in the workplace is crucial to creating an environment where all employees feel comfortable and protected.  While there has been a rise in reports of harassment in the workplace, not all businesses are providing the necessary training.

As a result of its potential to make workplaces free of sexual harassment, the training aimed at preventing such incidents is crucial.  Employees are better able to recognize and report sexual harassment after receiving training on the topic.  Companies can expect a high return on the relatively low cost of providing this training to their staff.  Read http://hrlibrary.umn.edu/svaw/harassment/explore/5prevention.htm to learn more.

How do you create a successful program to prevent sexual harassment?

Zero-tolerance language at the outset of a policy aimed at preventing sexual harassment in the workplace is essential.   Additionally, it should be updated annually and placed in a central location where all employees may quickly access it.

All workers and other interested parties (including customers and prospective employers) should be made aware of the policy’s scope    Having a policy that is specific to the company’s needs, and culture is another important factor in preventing sexual harassment in the workplace.  The needs of a company with a high proportion of field salesmen, for instance, may differ from those of a firm with an entirely office-based workforce.

It is also important that all forbidden behaviors have precise descriptio  s.  Staff members can be prompted to report any inappropriate actions they suspect violate company pol  cy.  It is also important to highlight the channels via which claimed victims can lodge complaints, such as with a supervisor or the human resources department.

The policy may also detail the employer’s response, which may involve conducting an impartial and comprehensive inq  iry.  An employee who alleges sexual harassment must also know that their privacy will be protected.

Furthermore, a statement assuring workers that retaliation from their employer for identifying harassment or cooperating with an investigation is prohibited by law should be included.  Read more here.

It creates a more secure setting for workers.

Employees who have undergone sexual harassment training are better equipped to recognize inappropriate behavior, report it, and take preventative measures against future incidents, whether or not they choose to speak up.  Believing they are totally protected by the company and that they are not alone, they may be more forthcoming in reporting harassment incidents to management and/or conducting their own investigations.

False allegations against any employee are eliminated

An understanding of what constitutes a harassment violation helps workers spot such incidents when they occur and take appropriate action.  As a result, they are aware of who to notify, what details are required, and what steps they might take to help mitigate the problem.

It makes employees more prepared.

Both the company and its employees are responsible for taking action against sexual harassment and responding to reports of it.  Employees who receive sexual harassment education are better prepared to handle any circumstance that may arise, and they gain the confidence to speak up if necessary.

Moreover, businesses have improved their readiness to respond to inquiries about harassment in the workplace.
Companies may rest easy knowing they have done the right thing for their employees by providing sexual harassment training.  This reduces (if not entirely eliminates) the likelihood of an employee being sued or making a complaint because they were either unaware of the problem or did not report it soon enough.

It aids businesses in avoiding lawsuits.

Sexual harassment training protects businesses from claims made by harassed workers by fostering a hostile-free work environment.  Having a well-defined sexual harassment policy allows businesses to respond appropriately when an employee alleges sexual harassment on the job and avoid liability for any subsequent actions taken or not taken.

Conclusion

Providing staff with anti-sexual-harassment training is a simple but effective way to assist combat sexual-harassment incidents and encourage those who have been victims to move forward.  It prevents harassment from occurring in the workplace and makes the harassers face repercussions that they may not be prepared for.

Employers today owe it to their staff to teach them about sexual harassment and its consequences, as well as the channels through which such behavior can be reported.

How effective is it?

With the proper education, all staff members will be able to follow the policy with ease, and they will know that it is a top priority for the company s management.  Again, the training’s contents, regularity, and format may be governed by regulations at the state and local levels.

Every employee must be provided with a copy, and it must adhere to the minimum requirements set forth by the state model policy.  Training must also exceed state requirements.  In addition, some fields require their own unique education requirements.

Some authorities maintain that interactive workshops and in-person lectures are the most effective forms of sexual harassment prevention training.  In addition, online courses and conferences can be incorporated into the process.  It is helpful to provide examples of various sorts of Clear Law Sexual Harassment training because many individuals are unaware of how widespread the problem is.

Workers should also be informed of any federal, state, local, or industry regulations pertaining to harassment in the workplace.  Employees ought to be made aware of their legal protections and of the various complaint mechanisms available to them.

Not only should the no-retaliation statute be made clear, but so should the investigation procedure.  The role of bystanders is another crucial consideration.  In cases where an employee witnesses sexual harassment against a coworker, that employee should also report the incident to management.