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Sexual Harassment Requirements and How Employers Can Protect Themselves from False Allegations!
- Learn what types of sexual harassment has the most false allegations
- Which requirements have the most effective results of reducing risk when used by Employers
- Which states have required sexual harassment training and what are the differences
- The types of conduct that constitute harassment
- Harassment prevention of lesbian, gay, bisexual and transgender (LGBT) employees—as well as those who are perceived as LGBT
- Prevention of abusive conduct
- Harassment prevention strategies
- Supervisor's personal obligation to report any harassment, discrimination or retaliation immediately on becoming aware
- Practical illustrative examples of harassment (real cases or hypotheticals) using role plays, case studies, group discussions or other methods
- An explanation of limited confidentiality during the harassment complaint and investigation process.
- Appropriate remedial steps to correct harassing behavior, including the employer's obligation to effectively investigate harassment
- What a supervisor should do if accused of harassment
- Essential elements of an anti-harassment policy including the supervisor's role in the complaint procedure
Overview of the webinar
Unfortunately, recent media and political cases has put sexual harassment in the forefront in the workplace.If you thought sexual harassment and workplace violence was getting better,We are sure you were very disappointed.
Additionally, some of the men in the workplace who were realistically concerned about the rise in sexual harassment accusations were also concerned that what they used to do or still do would now be used against them.Moreover, supportive men in the workplace were in fear of how these allegations would impact them in the future.
The training requirements, investigation process and policies will assist in the prevention of false allegations.
Who should attend?
- CEO
- CFOs
- Board of Directors
- Supervisors/Manager
- Leadership & Executives
- Program Managers, Office Managers (with HR Roles)
- HR Workplace Compliance Professionals (Officers, Directors, Managers and Specialists
- HR Professionals
- Office Managers and/or any professional on-boarding new hires
- Senior HR Professionals
Why should you attend?
Many Employers do not handle sexual harassment claims effectively.The investigation of claims is one of the factors at addressing true or false claims. Investigations not done timely will impact the results of any allegation. Learn how Investigations, training an other requirements will reduce allegations of false allegations.
Supreme Court decisions and the current EEOC Guidelines make it clear that employers need to go beyond simply having an anti-harassment policy. Employers must provide training to ensure every manager and employee understands the organization's harassment policy. Employers must show due diligence relative to controlling workplace harassment.Every employee should be trained on what harassment is, and what to do about harassment, if they see it happening to them or anyone else.
Managers and supervisors must be aware of their liability and their responsibility to control harassment.They need to know how to prevent sexual, and other forms of workplace harassment, and what steps to take if harassment claims are made.
Faculty - Ms.Margie Faulk
Margie is a senior level human resources professional with over 14 years of HR management and compliance experience A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. This includes Federal Contracting in the defense, military, anti-terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico, and India, just to name a few.
Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.
This year, Margie was selected by Alan Collins, former Vice President of Human Resources at PepsiCo, a renowned author of 8 books on HR Prosperity & Success, and founder of “Success in HR”, to be part of his Mastermind Your Way to Success in HR, “Expert Interview Series” based on her successful Webinars/Seminars on HR Compliance. Margie holds professional human resources (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management, Membership in the Society of Corporate Compliance and Ethics (SCCE).
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org