Sexual Harassment Prevention Training
Nationwide Supervisors and Employees
Satisfies Title VII of the Civil Rights Act of 1964
In the U.S., all employers are obligated to maintain a harassment-free workplace for its employees at all times. This includes sexual harassment, a specific form of harassment. “Sexual Harassment” covers unwelcomed sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. Although U.S. Law requires employers to maintain a harassment-free workplace, there are currently no federal laws which require employers to provide employees with Sexual Harassment Prevention Training. Our goal is to assist employers nationwide with our Sexual Harassment Awareness Training. Developed by legal and HR training experts, our Sexual Harassment course covers federal law and existing case law. The e-learning course engages employees and confirms their understanding of the course material via the following interactive features:
Sexual Harassment Awareness for Supervisors
Sexual harassment awareness e-learning training and sexual harassment prevention training are critical tools to ensure employees and supervisors understand proper professional conduct at work. Employees often do not understand which behaviors are considered improper in the workplace and it is important to provide them with harassment awareness training. It’s also important that employees can easily access sexual harassment training online or on site to make certain sexual harassment awareness and prevention training is available and accessible to all employees.
Online e-learning sexual harassment training provides some distinct advantages including: the ability to standardize training, flexibility and control of the venues & times training is provided, and eliminating any bias that may occur related to the person conducting the training session. Harassment prevention training online helps resolve many of these issues. For many, sexual harassment online training has also been a way to address geographic distribution of training.
2-hour Supervisor Edition (Available in English)
This 2-hour Sexual Harassment Prevention Training course guides supervisors through key federal discrimination and sexual harassment laws, relates these laws to everyday workplace behavior, and provides the legal definitions of discrimination and harassment. Managers and supervisors must be aware of their responsibilities and accountability for sexual harassment in the workplace. This includes learning to recognize sexual harassment and the appropriate corrective actions to take in the event of an occurrence.
Sexual Harassment Awareness for Employees
This one-hour Sexual Harassment Awareness Training course for individual learning guides employees through key federal discrimination and sexual-harassment laws, relates these laws to everyday workplace behavior, and provides the legal definitions of discrimination and harassment. Topics include:
Learn More: The Difference between “harassment” and “sexual harassment”
Harassment is unwelcomed conduct that is based on race, color, religion, sex, national origin, age, or disability. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.
“Sexual Harassment” is unwelcomed sexual advances, requests for sexual favors, or any form of harassment that is of a sexual nature.
Sexual harassment becomes illegal when it is so persistent or harsh that it creates a hostile or offensive work environment. The EEOC and civil courts have found that the “harasser” can be the victim’s boss, a supervisor in another area, another employee, or someone who is not an employee, such as a vendor or customer.
Equal Employment Opportunity Commission
The EEOC and Harassment
“The employer is automatically liable for harassment by a supervisor that results in a negative employment action such as termination, failure to promote or hire, and loss of wages. If the supervisor’s harassment results in a hostile work environment, the employer can avoid liability only if it can prove that: 1) it reasonably tried to prevent and promptly correct the harassing behavior; and 2) the employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer.
Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Harassment can occur in a variety of circumstances, including, but not limited to, the following:
Laws: Title VII of the Civil Rights Act of 1964 is the federal law that specifically covers harassment and preventing sexual harassment in the workplace. Title VII prohibits employment discrimination based on race, color, religion, sex and national origin.
Title VII includes many definitions, sections and revisions. For the full text of Title VII, please visit the EEOC’s website: https://www.eeoc.gov/laws/statutes/titlevii.cfm
Learn More: EEOC Enforcement
The EEOC enforces several federal laws, including The Pregnancy Discrimination Act, The Equal Pay Act of 1963, and the Americans with Disabilities Act. For a full list of laws enforced by the EEOC, visit this page: