Sexual Harassment & Bullying in the Workplace

Here’s just some of what we’ll cover:

• What is harassment? What is bullying? Discover the truth about “innocent” flirting, banter and teasing
• Communication skills that will help every employee bridge the gender gap and reduce misunderstandings
• How to comply with the very latest legal rulings at the federal, state and local levels
• How to establish grievance procedures that will protect the rights of your employees and your organization
• Your rights and responsibilities as an employer
• How to handle initial complaints and investigations with diplomacy, tact and understanding

This is critical information that could save your organization from a costly lawsuit down the road.

Sexual harassment and bullying are growing concerns

Like many professionals today, you probably have questions and concerns about sexual harassment and bullying in the workplace. What exactly qualifies as sexual harassment? What constitutes bullying? Where does seemingly harmless flirting or teasing bantering end, and harassment begin? How prevalent is harassment in today’s workplace? What are the legal rights of individuals and of organizations regarding harassment? How have recent changes in legislation affected corporate policies?

When you attend this compelling, information-rich training event, you will receive answers, guidance, suggestions and up-to-the-minute information about sexual harassment and bullying, along with prevention strategies. Learn about updates related to anti-harassment, get answers to questions, address your concerns and make sure you and your employees have the knowledge you need to prevent harassment and bullying in the workplace.

Increasing Awareness

• A look at existing laws, pending laws and landmark cases, to gain an overview of where sexual harassment and bullying litigation stands today
• Discover exactly which behaviors, comments and actions can lead to grievances or lawsuits
• Communication skills that reduce innocent misunderstandings and help bridge the gender gap
• Gender perceptions: developing empathy for the other point of view
• How managers and supervisors can motivate their employees to comply with the law
• The difference between quid pro quo and hostile-environment sexual harassment
• What factors determine whether an environment is “hostile”?
• Mentoring relationships between opposite sexes: Are they just asking for trouble?
• Same-sex sexual harassment incidents are just as serious as opposite-sex infractions

Preventing Infractions

• First steps if sexual harassment or bullying is observed or reported
• Criteria to help you determine whether a specific behavior or action is out of line
• When does flirting, bantering or teasing cross the line and become harassment?
• What are the rights and responsibilities of the person being harassed?
• How to respond if a warning or reprimand has been given, but the harassment continues
• How to develop a written anti-harassment policy for your organization
• Effective grievance procedures — what every employer should know about creating them
• “Touchy-feely” employees — how to tactfully suggest they keep their hands to themselves
• Sexist remarks and inappropriate language — where you as an employer need to draw the line
• “Macho” employees, cultural misunderstandings and sexual discrimination — guidelines for handling these issues appropriately

Take Action

• On-the-spot strategies for handling harassment and bullying complaints swiftly and successfully
• How to effectively intercede when you see harassment taking place
• The importance of adequate investigations and how they must be conducted
• The role of perception in harassment (why it’s critical to understand how and why perceptions differ)
• What your organization must do as soon as you’ve identified a problem to establish “reasonable care” and prevent accusations of a hostile environment
• No-nonsense disciplinary measures for harassers
• Liability protection: a discussion of the actions you must take to guard your organization against costly litigation

Legal Issues

• Ensure that your organization is in compliance with EEOC, federal, state, and local laws regarding sexual harassment
• How to reduce financial liability for individuals and organizations
• Can just one incident constitute sexual harassment or bullying?
• As an employer, what are you liable for regarding harassment in your workplace?
• Are there time limits for filing sexual harassment charges?
• Under what circumstances could you expect to be investigated by the EEOC?
• How to proceed when your company is too small to support an HR department — who investigates harassment claims, takes appropriate action and confronts the harasser?
• What are some of the training methods that can be used to ensure your employees understand anti-harassment?