Sexual harassment in the workplace is a serious issue that can have devastating impacts on both employees and employers. From costly lawsuits to tarnished reputations, it’s crucial for businesses to implement effective strategies to prevent harassment.
Sexual harassment prevention can be defined as the measures and strategies organizations take to protect their workforce against all forms of violence and harassment. This is done to create a safe work culture and promote mutual respect and a supportive environment for employees.
Unfortunately, recent media and political cases have put sexual harassment in the forefront in the workplace. If you thought sexual harassment and workplace violence were getting better, We are sure you were very disappointed.
Additionally, some of the men in the workplace who were really 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.
Employers are required by law to deal with complaints or grievances at work fairly and lawfully. Handling such issues, however, becomes further complicated if you suspect the employee may be making a false allegation.
False accusations at work can relate to any kind of untrue claim of wrongdoing made by an employee.
While some accusers may be pursuing the complaint on a malicious basis, in other cases, the accuser may genuinely believe their complaint to be valid. Regardless of the intention, unfounded allegations can be distressing for the accused employee and can be particularly damaging if the allegation is of a serious nature with disciplinary sanctions.
The training requirements, investigation process, and policies will assist in the prevention of false allegations.
Why should attend:
Many Employers do not handle sexual harassment claims effectively. The investigation of claims is one of the factors in addressing true or false claims. Investigations not done timely will impact the results of any allegation. Learn how Investigations, training 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 including legal consequences from their lack of They need to know how to prevent sexual, and other forms of workplace harassment, and what steps to take if harassment claims are made.
Covered Area during the Session:
Who should attend?
Margie Faulk is a senior-level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, and non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration Compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness, not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part of an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book, and other compliance program tools when attendees register and attend Margie’s training.Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
