Sexual harassment
J R Hartley
5 Posts
Everyone I am speaking to is telling me our company needs to do some sort of Sexual Harassment training which is all well and good but I am being told different things by different people on how to go about it. Obviously I understand the importance and that it has to be done but...... with 80 employees?
A law firm told me I need managers trained seperately from employees at over $8000 for everyone!! Some colleagues have mentioned on-line training or videos but the attorney's say this will not provide an 'affirmative defense' which dare I say it makes be dubious because the on-line or videos are far cheaper....
Please help...is there anybody who can give me some independent advice on what I need to do as a minimum and how much will it cost?? Do I have to do it every year?
A law firm told me I need managers trained seperately from employees at over $8000 for everyone!! Some colleagues have mentioned on-line training or videos but the attorney's say this will not provide an 'affirmative defense' which dare I say it makes be dubious because the on-line or videos are far cheaper....
Please help...is there anybody who can give me some independent advice on what I need to do as a minimum and how much will it cost?? Do I have to do it every year?
Comments
You need to get your managers and supervisors informed and trainned about what sexual harassment is, its signs and what to do about it..they're personal liability as well as the employer's..what your policy and procedure is..and the role of state and federal agencies. You need to have them sign off that they have read and understand the harassment policy and have been trained on it and steps to take.
You could probably toss employees into the training, but you would need to reserve a segment of the training just for supervisors and managers since they have particular responsibilities in preventing and dealing with sexual harassment (as well as personal liabilities). You should also have the employees acknowledge receiving information about your policy and any training.
I don't know what the cost would be. What you could do is select some sharp sueprvisors and managers, get them trainined and then have them train the workforce -- sort of "train the trainers." That may help keep costs down.
You should document training. It should be part of new employee orientation. I don't think you need to have it every year for the same emplyees, but if not once a year, maybe every other second or third year at the latest for "refresher" and "update" anti-sexual harassment training.
I am all for integrating training into operations. For example, one company I know has a pre-shift operational meeting. At the meeting they highlight one policy from their manual. By the end of the year, they have gotten through all of them. Then they start over. So, if for example, a 5 year employee sues, she has been over the policy atleast 6 times (at initial hire, then once a year).
I am sure the $8000 training program is very good. But unless you perceive that there is a problem with sexual harassment in your workforce, it may be more than you need.
The affirmative defense requires that the company have an effective policy, that employees and supervisors understand and know the policy (training), and that it is applied correctly. There is no specific type of training requirment.
Good Luck!
But be aware, you may open the door for employees to bring up complaints after the session.