Sexual Harassment Employees Training

Sexual harassment at work or other professional or social situations involves making unwanted sexual advances or uttering obscene words to colleagues (Hefler, 2003). It typically affects but is not limited to women. Sexual harassment employee’s training, therefore, refers to a training program that educates the workforce on sexual harassment, its effects, prevention and how to deal with it. This paper aims to take a keen look at the said matter.

The U.S federal government requires organizations to train their employees on sexual harassment (Jennings, 2009). Apart from the law, there are a number of other reasons why an organization should do so. For example, harassment lowers the work morale of employees, damages the reputation of the company, and investors may lose confidence in the organization (Deora, 2016). All these culminate in a less effective workforce and a lower return on investment. Furthermore, harassed individuals may suffer psychological traumas leading to severe depression and maybe even death. Therefore, training is not just necessary for the benefit of the company but also the individual employees.

An interesting case as a result of failure to train employees on sexual harassment in an out of court one. An employee was being harassed by her supervisor and did not know what to do about it. She was later fired by the president of the organization on the basis that she had not followed the proper procedure in dealing with such a case (Texas Workforce Commission, 2017). The employee filed for harassment and received unemployment benefits from her former employer. The president later appealed the decision on the basis that the employee was circulating petitions to get rid of her supervisor. In her defense, the employee claimed that the only enquired with human resources about her job security if she came forward. Furthermore, even if the president could prove the claim; it was not a good enough reason to cancel her unemployment benefits after a sexual harassment and unjust treatment at the organization. The tribunal dismissed this appeal and retained her benefits on the basis that the president could not prove the claim.

An appropriate sexual harassment employees’ training should incorporate five main aspects. First, it should encompass the adoption of an organization’s clear policy on sexual harassment matters to ensure everyone plainly understands its stand on the issue. Second, the results of sexual harassment, which include possible effects, both on the company and the individuals involved, should be analyzed (Hefler, 2003). Third, there should be a simple, clear, and confidential procedure of reporting and actively dealing with the matter, which will eliminate possible confusion as well as encourage victims to come forward. A thorough course about the requirements of the law to ensure that employees understand that ignorance is not a defense in court. Moreover, real life examples of sexual harassment cases and their proceedings should be provided (Deora, 2016). Finally, an organization should ensure that the training is compulsory for all employees to make it efficient.

Indeed, training employees on sexual harassment is crucial in protecting then from unwanted sexual advances and obscene language in a professional or social environment. Although such training programs are employee oriented, they help ensure that employees feel comfortable working in the institution and appreciate its role in their wellbeing. Therefore, an appropriate training should include the company’s policy on sexual harassment, its effects, a reporting and disciplinary procedure, the position of the law, and full real life examples of the same.

References

Deora, J. (2016). Sexual harassment at workplace. IJAR, 2(9), 486-489.

Hefler, J. (2003). Sexual harassment for part time or seasonal staff. Parks and Recreation, 38(7), 2-16.

Jennings, L. (2009). Attorneys to operators: Policy not enough to avoid harassment suits. National Restaurant News, 43(44), 4-33.

Texas Workforce Commission (TWC). (2017). Case studies in sexual harassment. Retrieved from

http://www.twc.state.tx.us/news/efte/case_studies_in_sexual_harassment.html

 

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