Tag Archives: Sexual harassment Training

Sexual Harassment Prevention Training Webinar

workplaceharassment-225Sexual Harassment Prevention Training Webinar

For Managers and Supervisors

July 9 at 9AM

 

Claims of sexual harassment continue to be in the news on nearly a daily basis. A sexual harassment problem can disrupt your organization, scar lives, ruin reputations, and send employee morale plummeting and lawyer fees soaring.

For the past 20 years, I have trained hundreds of managers and supervisors in harassment prevention…always at a company setting. While I will continue to do this, many managers would like to like this same program offered online, for all of their managers and supervisors to hear. To meet that need I am introducing:

 Sexual Harassment Prevention Training Webinar

For Managers and Supervisors

July 9 at 9AM

This 60-minute webinar-based sexual harassment prevention program is designed to teach managers and supervisors to recognize behaviors and situations that could lead to claims of harassment. They will learn their legal responsibilities, how to respond to workplace situations, and most importantly, how to create an environment where harassment does not exist.

The value of this program to you will be that your managers will know:

  • How to eliminate harassment claims;
  • How to handle to any potential claims;
  • How to prevent claims of retaliation;
  • How to assist any victims of harassment;
  • How to conduct an investigation; and
  • How to implement an effective prevention program.

By training your management and supervisory staff, you will demonstrate your commitment to a harassment free workplace—a critical piece in defending your organization against any potential harassment claim. And many states, like Maine and Connecticut, mandate sexual harassment training while others, such as Massachusetts and Rhode Island, “strongly encourage it.”

The cost of the program is $200 for an individual and $400 for a company with unlimited participants. To enroll, simply give me a call at 207-967-0837 or send me an email at rick@dacri.com. It’s that simple. Once enrolled, I’ll send you your webinar log-in information.

Added bonus:

I will also provide you a model Sexual Harassment Policy that meets all state and federal requirements and a copy of the training program slides.

I hope you’ll register now. Again, send me an email to rick@dacri.com or call me direct at 207-967-0837.

 P.S. Still have questions? Just send me an email or give me a call (my direct line: 207-967-0837), and I’ll be happy to address and questions or concerns you may have.

P.P.S Hurry, as this program will fill fast. And, if you prefer to offer our onsite training at your facility, give me a call and we can schedule it.

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Harassment Claims: Courts New Definition of Supervisor Helps Employers

hammer1Posted by Rick Dacri, June 26, 2013

The U.S. Supreme Court has clarified what constitutes a “supervisor” and in doing so, provides employers clarity in defending itself against claims of harassment.

The Court in a newly announced decision (Vance V. Ball State University) defined a supervisor as someone who can undertake or effectively recommend tangible employment decisions affecting an employee. Stating it another way, a supervisor is someone who can make a “significant change in employment status, such as hiring, firing, failing to promote, reassignment with significantly different responsibilities, or decisions causing a significant change in benefits.”

The Court sought to give employers clarity of what constitutes a supervisor when addressing employer’s liability for claims of harassment under Title VII.

So what does this mean for employers? In an harassment claim, only supervisors, those defined as having authority to make tangible employment decisions, can create liability for harassment under Title VII. For those of you who have attended my Sexual Harassment Prevention Training programs know, if a supervisor subjects a subordinate employee to a hostile work environment that results in a tangible employment action (ex. firing, demotion), the employer will be liable for the supervisor’s conduct. However, if a non-supervisor harasses, the employer is only liable if it fails to discover and correct the harassment. This is why the definition of what constitutes a supervisor is so important.

So what should employers be doing?

  1. Review your job descriptions and titles to ensure they are consistent with the Court’s decision. Anyone carrying the title “supervisor” should meet this definition. Remember, in a claim, the Court will still focus on whether the employee has the authority to make the tangible employment decision and not on the title.
  2. Train all supervisors on harassment prevention and their liability under the law. I recommend you do this annually.
  3. Put in place strict polices against harassment and discrimination.
  4. Take proactive steps to ensure that all forms of harassment and discrimination do not exist in your workplace. Audit all your systems, policies, procedures and guidelines.
  5. Educate your workforce about harassment and discrimination. Create a respectful workplace.

The Court in the Vance case helped employers. The issue becomes moot if employers do not have in place a proactive anti-harassment/anti-discrimination program.

If you want to know more about how I can help you develop and implement a proactive anti-harassment/anti-discrimination program, click here: Dacri & Associates.

Other posts you may want to read:

  1. Manager: It’s Legal Definition
  2. Harassment Prevention training: What Must be Included
  3. Harassment Claim: 1st Circuit States Employee’s Failure To Notify Employer of Repeat Harassment Fatal to Claim

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Harassment Prevention Training: What Must Be Included

If you’re truly serious about a harassment prevention program, which must include training of your managers and workforce, then get rid of those old video-based programs and move to conducting an interactive program, facilitated by an expert trainer who can answer employee questions and who can emphasize your company’s commitment to a harassment free workplace.
Your harassment prevention program should provide your managers and supervisors’ awareness of the issue, clarity in what the company expects of them, understanding of their obligations under the law, and the critical skills necessary to address any issues they confront in the workplace. By training your management staff, you will demonstrate your commitment to a harassment free workplace-a critical piece in defending the organization against any potential harassment claim.  
Your employee program, similar to the management session, should promote a respectful environment and foster awareness of the issues, clarify what the company expects of them, and provide employees the critical skills necessary to address any behaviors directed at them or towards a fellow employee. To learn more about harassment prevention programs, contact me.

Rick Dacri

Dacri & Associates

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Brett Favre Faces Sexual Harassment Claim

Hard to believe in this day in age that any organization would not have a sexual harassment policy nor train their employees in prevention. But that’s the case with the NFL and the New York Jets. And, as with most organizations that don’t take a firm position on this issue, they face a sexual harassment complaint and potential lawsuit.

 Future Hall of Fame quarterback Brett Favre has been accused of sexual harassment and it turns out that neither the NFL nor the NY Jets provide regular training to players regarding the definition of sexual harassment and the actions that possibly will give rise to it. In fact, the Jets have no formal sexual harassment policy.

 One of the alleged victims has stated she’ll sue if the league does not suspend Favre, and demands that the league put a program in place to prevent this from happening again.

 Beyond the ugly headlines, tarnished reputations, and probable big dollar settlement, you have a situation which could have been prevented if the team and the league took the time to do the right things in the first place.

 Any organization that fails to address the issue of sexual harassment is putting their organization at risk. The absence of a prevention program, training and a policy demonstrates a clear lack of sensitivity to the problem. The league and the team have put themselves at risk for failing to take proactive steps to prevent harassment from occurring.

 If you care about your people, your organization, your customers, visitors and fans, you treat them with respect—and that means you put in place a strong Sexual Harassment Prevention program. It is that simple.

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