Sexual harassing includes unwelcome sexual advances or requests for sexual favors or any verbal, visual, physical, or other sexual conduct which causes an adverse employment condition, such as employment change or termination, work performance interference, or creates an intimidating, hostile, or offensive work environment. Comprehensive sexual harassment prevention training helps employees identify inappropriate conduct and its impact on workplace expectations and a safe, legal workplace. Common examples are:
Visual Conduct: Unwanted staring, lewd gestures, or showing offensive or erotica images, cartoons, posts, or e-mails.
Verbal Conduct: Unwanted comments on sexual nature, sexual content, or taboo topics, unprofessional remarks, or inappropriate or offensive humor or remarks, insults, compliments, or physical appearance or body remarks.
Physical Conduct: Unwanted touching, inappropriate physical or blocking movement, sexual assault, or other unwanted physical conduct or sexual nature.
Quid Pro Quo Harassment: Pushing an employee for sexual favors, for employment changes, promotions, benefits, or other favorable action.
Retaliation: Threats, discipline, employment termination, or other adverse action because an employee rejected sexual opportunities or reported the sexual conduct.
Implement an all-encompassing Sexual Harassment Prevention, Anti-Discrimination, and Anti-Retaliation policy that is reviewed, confirmed, and signed by managers, supervisors, and employees; we can help develop a tailored policy for your organization.
Consistently enforce workplace policies by promptly investigating and responding to all allegations of Sexual Harassment, discrimination, retaliation, workplace bullying, or other unsanctioned behavior.
Ensure ongoing compliance training for all managers, supervisors, and employees by conducting training such as: