As a manager, taking a sexual harassment complaint can be one of the most important legal jobs that you are ever do. A specific method is required to insure that the company does not incur unnecessary liability.
Sexual Harassment is a serious topic. It can result in a loss of productivity and can open your organization up to lawsuits, but more than anything preventing it is just the right thing to do. The problem with Sexual Harassment training is that it is a difficult topic for people to discuss because it makes them uncomfortable. Running a training session needs to keep in mind the seriousness of the topic combined with the uncomfortable aspect of the subject itself.
Once you have determined the date for the training, the first step is to send out a session "invitation" that explains specifically what will be covered in the session. It's important that participants are aware of exactly what will be covered. In addition, send out a pre-training survey for them to fill out. The survey should be anonymous in nature to get true answers. These type of surveys can be found in most Harassment training packages.
In the training session itself, a company approved training video can help to break the ice. Most training videos are 15-20 minutes in length and cover subtle aspects of harassment in vignette form followed by a legal expert discussing them. Your participants will be more likely to talk and share if they see the program first. Plus, these problems generally come with a pre-made agenda that will greatly reduce the amount of time to prepare for the session.
Before, during and after the training it is imperative that you take the topic seriously. There will be participants who want to tell jokes or belittle the process. Don't get angry but be firm about the policy and never laugh or smile at a joke. The participants will key off you and decide if the organization is serious about stopping Sexual Harassment.
At the end of the training session have all of the participates sign off that they have finished the training, that they understand the company policy on harassment and lastly that they understand the consequences of committing sexual harassment.
Sexual Harassment training is never a comfortable training session to conduct. However, it can be made easier by preparing and following procedures that will make your participants understand the serious nature of the subject.
Sexual Harassment is a serious topic. It can result in a loss of productivity and can open your organization up to lawsuits, but more than anything preventing it is just the right thing to do. The problem with Sexual Harassment training is that it is a difficult topic for people to discuss because it makes them uncomfortable. Running a training session needs to keep in mind the seriousness of the topic combined with the uncomfortable aspect of the subject itself.
Once you have determined the date for the training, the first step is to send out a session "invitation" that explains specifically what will be covered in the session. It's important that participants are aware of exactly what will be covered. In addition, send out a pre-training survey for them to fill out. The survey should be anonymous in nature to get true answers. These type of surveys can be found in most Harassment training packages.
In the training session itself, a company approved training video can help to break the ice. Most training videos are 15-20 minutes in length and cover subtle aspects of harassment in vignette form followed by a legal expert discussing them. Your participants will be more likely to talk and share if they see the program first. Plus, these problems generally come with a pre-made agenda that will greatly reduce the amount of time to prepare for the session.
Before, during and after the training it is imperative that you take the topic seriously. There will be participants who want to tell jokes or belittle the process. Don't get angry but be firm about the policy and never laugh or smile at a joke. The participants will key off you and decide if the organization is serious about stopping Sexual Harassment.
At the end of the training session have all of the participates sign off that they have finished the training, that they understand the company policy on harassment and lastly that they understand the consequences of committing sexual harassment.
Sexual Harassment training is never a comfortable training session to conduct. However, it can be made easier by preparing and following procedures that will make your participants understand the serious nature of the subject.
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