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Sexual Harassment Training: How to Educate the Supervising Workforce on Anti-Harassment & Reporting Requirements - On-Demand

Sexual Harassment Training: How to Educate the Supervising Workforce on Anti-Harassment & Reporting Requirements - On-Demand

Product Code: YTWA092619A

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Sexual Harassment Training: How to Educate the Supervising Workforce on Anti-Harassment & Reporting Requirements

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn how to effectively train supervisors, managers and employees on what constitutes sexual harassment under federal law, reporting obligations, and more.


 

It’s not enough that you, as an HR manager,understand what constitutes sexual harassment and the steps to take if it occurs in your workplace. Especially in today’s #MeToo era, it’s imperative to properly train supervisors and managers on when personal liability for themselves and strict liability for your company could apply.

It’s also critical to make sure the workforce as a whole receives in-depth anti-harassment training, including real-life examples of potentially unlawful or inappropriate conduct and what to do if employees are targets or witness it.

Currently, several states nationwide require (or will soon require) mandatory sexual harassment training depending on the size of the workplace—for example, California, Connecticut (effective October 1, 2019), Delaware, Maine, and New York (already in effect at both the state and municipal level in New York City). Illinois’s governor is expected to sign a bill requiring sexual harassment training—which is likely to take effect January 1, 2020—and it’s likely that more states will follow suit in the coming years.

New York’s governor is expected to sign legislation that could also be a game-changer as it: eliminates the “severe or pervasive” requirement and the Faragher/Ellerth defense; extends statute of limitations; and requires the law to be interpreted liberally.

Even if your state doesn’t have mandatory sexual harassment training requirements in place yet or hasn’t updated its current laws to grant harassment victims even greater protections doesn’t mean you should delay in training your workforce on your company’s anti-harassment stance and your reporting requirements.

To proactively mitigate legal risk, it’s critical to teach employees the types of conduct that likely could be construed as harassment under federal law and the action plan they need to follow if such conduct occurs. After all, a workforce that speaks up against harassment could be your best defense against costly litigation if everything is handled properly once a formal or informal complaint is raised.

Use this on-demand webinar designed to provide a roadmap on how to deliver timely and effective anti-harassment training to supervisors, managers, and your entire workforce.  Our presenter will cover how to ensure that frontline supervisors/managers and the workforce at large understand how harassment is defined and how to report it.

You’ll learn:

  • Essential train-the-trainer fundamentals, including:
    • The scope of issues that training should cover—including how personal and strict liability could apply as a result of the action—or inaction—of supervisors and managers
    • The recommended timeline on when to train supervisors and managers and the entire workforce on how to spot and report sexual harassment at work—regardless of whether your particular state currently has mandatory training requirements
    • Effective ways to deliver sexual harassment training so employees pay close attention and retain what they’ve learned
    • How to keep track of who’s completed your sexual harassment training program 
  • How sexual harassment is generally defined under federal law 
  • The difference between the two types of sexual harassment—quid quo pro and hostile work environment
  • Real-life examples you can use to illustrate the differences between quid pro quo and hostile work environment harassment involving supervisor and employee, coworker and coworker, or customer and employee sexual harassment
  • The harmful effects harassment can have on workplace culture, the victim and his/her coworkers, and the business as a whole 
  • How to effectively communicate the penalties harassers could face for their actions
  • What every employee should know about your company’s anti-harassment policy
  • A checklist of what supervisors and managers should never say to a complainant or anyone else involved in a sexual harassment complaint
  • How complaints of sexual harassment should be made, to whom, and when if an employee experiences, witnesses, or otherwise learns of inappropriate behavior
  • How to convey to supervisors/managers and employees what they generally can expect in the event of an investigation
  • How to train the workforce on maintaining a retaliation-free work zone, including:
    • Examples of conduct that might be construed as retaliatory against someone who’s been the victim of harassment and/or someone who's reported it

 

Register now for this timely extended webinar training that will provide an in-depth explanation of what sexual harassment is, real-life examples of inappropriate conduct, and how to train each and every employee on what you expect of them if they are the target of or witness to harassment in the workplace.

About Your Presenter:

Lauren M. RussellLauren M. Russell, Esq.
Associate
Young Conaway Stargatt & Taylor LLP

Lauren M. Russell, an associate with Young Conaway Stargatt & Taylor LLP, represents employers on a range of issues relating to compliance with local, state, and federal employment laws and constitutional provisions. She has extensive litigation experience, and regularly assists clients in administrative proceedings before state and federal agencies, including the EEOC. She has litigated a wide variety of employment-related matters to successful resolutions, including employment discrimination cases under Title VII of the Civil Rights Act of 1964, non-competition cases, and constitutional law cases, among others.

In addition to litigation, Ms. Russell counsels employers on a broad range of topics, including revision of handbooks and related policies to ensure compliance with state and federal employment and labor statutes. Lauren also conducts on-site training on legal compliance, including anti-harassment training.

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