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Harassment training is a must for any company that is responsible for the employment of new employees. Harassment can occur in many different ways, but the best way to identify and prevent harassment is through confidential and objective harassment training.

Harassment training aims to educate employees on how to react to incidents of discrimination or harassment. Harassment training is the most effective way to avoid legal and costly litigation.

Harassment training can be conducted at a group training, workshop, one-on-one counseling, or in a class at your company. Whichever training method you decide to use, make sure your employees understand what to do if they suspect discrimination or harassment. Additionally, ensure your employees know how to report to human resources if they feel they have been subject to discrimination or harassment.

You want your employees to know what to do if they witness certain behavior. For example, if a manager, employee, or supervisor engages in gender discrimination, your employees should make a written complaint to the human resources department.

You may also consider holding an internal program called Harassment Awareness Training. This type of training is designed to sensitize employees about the issues surrounding sexual harassment. Harassment awareness training aims to teach your employees how to recognize and report the behavior so they can keep their jobs.

One of the most important things you can do is train your employees in the least possible ways. When training employees, provide them with only the information that will be most helpful to them. You don't want them to take more than what they need away from the training.

It is also important to understand how various harassment training methods work and how they apply to specific situations. For example, the less severe harassment methods such as jokes or derogatory remarks are usually not a big problem if the behavior is within the range of social norms.

When a situation develops into something more serious, your employees must know what to do when they receive a report of harassment. It is also important to understand the difference between harassment and discrimination. The difference between harassment and discrimination is that discrimination doesn't actually affect a person's job status.

For example, if you are in the medical field and a female employee tells you that she was sexually harassed by a male co-worker because of her sexual orientation, the woman wouldn't have her medical license taken away. Therefore, discrimination would involve a different set of laws.

If a co-worker makes a sexual or verbal threats, there may be some harassment. However, if you have other evidence that proves that he or she was not making such statements out of malicious intent, then you will likely not file a legal complaint. It is a better idea to talk it over with the employee than it is to confront them in person.

Harassment training can also be conducted through a form, which every employee can fill out. This form can be filled out as part of the orientation process when an employee becomes employed. Employees can fill out a harassment form at any time they feel that they have been the target of harassing behaviors.

Once a report of harassment has been made, it is important to understand that this action is recorded on the employee's employment file. Therefore, it is important to call an immediate meeting of the human resources department to get this action taken care of.