Sexual Harassment, Sexual Orientation
& Abusive Conduct Prevention Training
Disclaimer: I am not a lawyer, and this should not be considered legal advice. You should seek appropriate counsel for your own situation. And please note, this content is directed toward employees and companies in United States. If you are conducting business outside United States, I highly encourage you to find and understand your obligations regarding disclosure.
PRINT BEFORE THE SESSIONS
WHY ONE SHOULD TALK ABOUT SEXUAL HARASSMENT
- It’s illegal, a form of discrimination.
- It impedes good productivity, teamwork, and positive worker morale.
- Increases high turn-over
- Damages the company’s reputation, sales and earnings.
- The average cost of a lawsuit/claim is of $150,000, in some cases millions of dollars.
SEXUAL HARASSMENT TRAINING
Sexual harassment training is mandatory by law for all organizations, but the most important goal is to create a safe and harassment-free environment for all employees.
This training session will review what constitutes sexual harassment and abusive conduct prevention in the workplace and develop the skills necessary for a positive and safe work environment.
This training program is particularly important in the case of a new supervisor from another country with a different cultural background and language and needs training done in their preferred language.
Analysis of real situations
EXAMPLES OF SEXUAL HARASSMENT
Employment Law – Sexual Harassment: Plaintiff, a 36-year old female, claimed she was sexually harassed by her supervisor, a long-term employee, for a period of one year. The alleged sexual harassment included the defendant supervisor making verbal sexual comments, sexual explicit suggestions and sexual advances. Plaintiff complained to her supervisor and sued for sexual harassment and hostile work environment.
Result: Jury verdict in favors of Plaintiff for $432,500.00.
Employment Law – Sexual Harassment: Plaintiff, female, sued her employer for gender discrimination, harassment, and retaliation. Plaintiff had complained, some years earlier, regarding sexual harassment she had experienced at work. After her complaints, she was denied a promotion and that position was given to a male. Additionally, Plaintiff claimed that she was the victim of retaliation for her sexual harassment complaint, including harassing remarks.
Result: $175,000 settlement in favor of plaintiff.
Cases courtesy of www.eeoc.gov