In our Sexual Harassment Awareness training courses your employees will learn and apply the important skills of handling sexual harassment issues and complaints. This hands on course thoroughly addresses the elements of how to prevent unacceptable behavior. The course includes a detailed overview of what sexual harassment is, explains legal definitions, discusses sexual harassment prevention, and shows how to handle sexual harassment complaints and maintain a positive work environment.

For more information about individual sexual harassment training courses please complete this form.  Once the form is received one of our consultants will provide you with a confidential proposal that will include a detailed description of the training course and the costs for conducting it. 

Sexual Harassment Training:
Sexual Harassment Courses for Employers - Addressing an Employee Complaint

Sexual harassment complaints should be addressed at the earliest possible time to create a safe and secure work environment for employees. Most companies make it a point to notify all their employees about the company's policy on sexual harassment. Many companies have separate teams with specially trained staff to look into these issues. They will be well versed on the procedure of escalating a harassment case and subsequently the procedure to address the complaint.

The procedure to address an employee sexual harassment complaint is as follows.

1. Firstly, it is necessary to confirm if the complaint is indeed a case of sexual harassment. If yes, the investigation process needs to be planned beforehand, to cover the accused and the situations.

2. It is important to talk to the affected employee. The employee should be asked to narrate the story. All the relevant details from the narration should be noted down to aid the investigation process. The employee must be assured of confidentiality and unbiased investigation.

3. Potential witnesses have to be identified from the narration and they need to be interviewed. Questions should be open ended, to extract as much information from the witness.

4. Subsequently, the person alleged with sexual harassment must be interviewed.

5. After the conclusion of the interviews of the key members in the case, the team or the management, with the information available should arrive at a decision. The HR team can also be involved in this process.

6. Based on the decision, the company management needs to initiate appropriate disciplinary action against appropriate people or make suitable work adjustments.

A record of this event, the report, relevant interviews and decisions should be documented.

Source: Kum Martin www.babyboomercaretaker.com