Sexual Harassment Prevention Training

 

Empower bystanders to stand up to sexual harassment and promote a safe, respectful workplace with Sexual Harassment Prevention Training. Developed in cooperation with a leading researcher, this unique program will help your employees prevent sexual harassment, and, in the event it does occur, respond swiftly and appropriately.

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Sexual Harassment Prevention Training

Everyone wants to feel respected and safe in their workplace. When an employee experiences sexual harassment, their sense of respect and safety is violated. There are multiple definitions of sexual harassment, and all of them contain a degree of subjectivity. Recognize that sexual harassment is not a black-and-white issue but involves subjective experiences. A behavior that is fun or funny in one work group could be offensive and threatening in another. That's why employees need to use communication and conflict management skills so they can have the difficult conversations that help maintain professional norms in their work environments.

Sexual Harassment Prevention Training Curriculum

J. J. Keller's Sexual Harassment Prevention training is a five-part series designed to help prevent sexual harassment from happening in the first place. Two additional add-on modules are available for managers and those who work in retail environments.  And, in the unfortunate event harassment does occur, learners will be prepared to respond swiftly and appropriately to the situation.

Sexual Harassment Prevention: What is Sexual Harassment?
Module 1:
What is Sexual Harassment?

Helps learners understand what sexual harassment is, where it can happen, who it can happen to, and possible consequences for all involved.

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Sexual Harassment Prevention: Civility in the Workplace
Module 2:
Civility in the Workplace

Helps learners understand what is crossing the line when it comes to sexual harassment, how to treat others with respect and hold each other accountable, and how to put an end to "normalizing".

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Sexual Harassment Prevention: Addressing Harassment
Module 3:
Addressing Harassment

Helps learners determine if something is considered sexual harassment, how to confront the harasser, how to document the situation, how to follow workplace policy and how to take the situation to the next level if necessary.

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Sexual Harassment Prevention: Taking Action
Module 4:
Taking Action

Helps bystanders understand how to stop the harassment, console the victim, document the situation, and report it to the appropriate people.

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Sexual Harassment Prevention: What happens next?
Module 5:
What Happens Next?

Helps learners understand what happens after a sexual harassment situation has been reported, possible retaliation situations, and how to move on afterward.

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Sexual Harassment Prevention: Additional Management Responsibilities
Add-On Module 6:
Additional Management Responsibilities

Helps management understand that preventing sexual harassment starts with them, and teaches them how to respond to a report and move on afterward.

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Sexual Harassment Prevention: Training for Retail Environments
Add-On Module 7:
Additional Training for Retail Environments

Teach employees how to recognize illegal behavior from coworkers and customers, and how to respond in the unfortunate event that it does occur.

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Create a Safe and Respectful Workplace Environment

"I recommend this training..."

Shannon L. Rawski, Ph.D. - Expert in Sexual Harassment & Sexual Harassment Training… to any company looking to prevent sexual harassment with an evidence-based product that builds up employees’ competencies for bystander intervention. The bystander approach is based on my own research on employee reactions to sexual harassment training and is designed to reduce backlash reactions to training. J. J. Keller’s training doesn’t stop at presenting the legal definitions; it helps employees understand the social complexity of sexual harassment and ways to establish respectful workgroup norms.

Shannon L. Rawski, Ph.D.
Expert in Sexual Harassment & Sexual Harassment Training

Dr. Shannon L. Rawski is an assistant professor of Human Resource Management at University of Wisconsin - Oshkosh and a consultant at Thrive Mind Consulting, LLC, specializing in assessing and improving sexual harassment training effectiveness. Her research was featured at TEDxOshkosh and has been cited by popular media such as the The New York Times, The Washington Post, The Wall Street Journal, Fortune Magazine and more.

Additional State-Specific Training Requirements

Click the links below to learn more about the sexual harassment prevention training and education required by individual states:

Note: States may have more requirements than are listed here. Requirements not listed here are already met within the Sexual Harassment Prevention Training Program.

Beginning January 1, 2019; initial training must be complete by January 1, 2021.

Covered employers: Those with 5 or more employees (this count includes temporary, seasonal, migrant, or agricultural workers as well as non-California-based employees, independent contractors, volunteers, or unpaid interns)
[Note: An employer is required to train its California-based employees so long as it employs 5 or more employees anywhere, even if they do not work at the same location and even if not all of them work or reside in California.]

Who must be trained: All California-based employees (not including non-California-based employees, independent contractors, volunteers, or unpaid interns —these employees count toward the number of employees but do not require training)

Training length: 1 hour for employees, 2 hours for supervisors

Frequency of training: Every two years

Interactive component required: Yes

New-hire training deadline: Within 6 months of hire; For employees expected to work less than 6 months, training must be completed within 30 calendar days or 100 hours worked, whichever comes first

In order to be compliant with state requirements, training must include the following information:

  • A definition of unlawful sexual harassment under the Fair Employment and Housing Act (FEHA) (use definition from first FAQ – “What is sexual harassment?”)
  • A statement that abusive conduct is illegal, and the definition of abusive contact as found in Government Code section 12950.1, subdivision (i)(2) (copy the definition starting with “conduct of an employer…”
  • Company complaint process and contact information for individuals to whom victims should report harassment (provided by employer)
  • State contact information for individuals to whom victims should report harassment (at minimum, provide employees with this website, email [contact.center@dfeh.ca.gov], and phone number for the Department of Fair Employment and Housing - 800-884-1684 [voice], 800-700-2320 [TTY])
  • Instructions on how to contact a qualified trainer who can answer questions within two business days (provided by employer)
  • Anti-harassment policy – either the employer's or a sample (provided by employer)

In order to satisfy California time and interactivity requirements, employers should use the full Sexual Harassment Prevention program and interactive materials in conjunction with the supplementary information noted above.

Beginning October 1, 2019; initial training must be complete by October 1, 2020.

Covered employers: All

Who must be trained: All employers must train supervisors; Those with 3 or more employees must train all employees and supervisors

Training length: 2 hours

Frequency of training: Every 10 years

Interactive component required: No

New-hire training deadline: Within 6 months of hire

In order to be compliant with state requirements, training must include the following information:

  • Exact definition of sexual harassment as set forth in (8) of subsection (a) of section 46a-60 of the Connecticut General Statutes (copy the definition beginning in the second sentence with “Any unwelcome…”)
  • Instructions on how to ask questions and obtain prompt answers from employer or trainer (provided by employer)
  • A statement that remedies available to victims of sexual harassment may include, but are not limited to, cease and desist orders; hiring, promotion or reinstatement; compensatory damages and back pay (employers may add other company-specific remedies)
  • A statement that individuals who commit acts of sexual harassment may be subject to both civil and criminal penalties
  • Company complaint process and contact information for individuals to whom victims should report harassment (provided by employer)
  • State contact information for individuals to whom victims should report harassment (at minimum, provide employees with this website and phone number for the Connecticut Commission on Human Rights and Opportunities – 860-541-3400 [phone], 860-541-3459 [TDD])

In order to satisfy Connecticut time requirements, employers should use the full Sexual Harassment Prevention program and interactive materials in conjunction with the supplementary information noted above.

Beginning January 1, 2019; initial training must be complete by January 1, 2020.

Covered employers: Those with 50 or more employees working in Delaware (including seasonal and temporary employees)

Who must be trained: All employees

Training length: Not specified

Frequency of training: Every 2 years

Interactive component required: Yes

New-hire training deadline: Within 1 year of hire

In order to be compliant with state requirements, training must include the following information:

  • Company complaint process and contact information for individuals to whom victims should report harassment (provided by employer)
  • State contact information for individuals to whom victims should report harassment (at minimum, provide employees with this website and phone numbers for Delaware Department of Labor Office of Anti-Discrimination – 302-761-8200 or 302-424-1134)

In order to satisfy Delaware interactivity requirements, employers should use the full Sexual Harassment Prevention program and interactive materials in conjunction with the supplementary information noted above.

Beginning January 1, 2020, employers must provide sexual harassment training to all employees on an annual basis.

Covered employers: All

Who must be trained: All employees

Training length: Not specified

Frequency of training: Annually

Interactive component required: No

New-hire training deadline: Not specified

In order to be compliant with state requirements, training must include the following information:

  • A statement that sexual harassment is illegal under the Illinois Human Rights Act
  • A summary of responsibilities of employers in the prevention, investigation, and corrective measures of sexual harassment (this is provided in Module 6: Additional Management Responsibilities of the Sexual Harassment Prevention program, which should be distributed to all employees to meet this requirement)
  • Company complaint process and contact information for individuals to whom victims should report harassment (provided by employer)
  • Details of legal recourse and complaint process available through the Illinois Department of Human Rights (at minimum, provide employees with information provided on this website and phone number for the Illinois Department of Human Rights – 312-814-6200 [Chicago phone], 217-785-5100 [Springfield phone], 866-740-3953 [statewide TTY])

Employers in the restaurant and bar industry must also include supplemental training that includes:

  • Examples of illegal conduct and discussions of sexual harassment related specifically to the restaurant/bar industry (provided by employer)

In order to satisfy Illinois interactivity requirements, employers should use the full Sexual Harassment Prevention program and interactive materials in conjunction with the supplementary information noted above.

Covered employers: Those with 15 or more employees

Who must be trained: All employees

Training length: Not specified

Frequency of training: Every 2 years

Interactive component required: Yes

New-hire training deadline: Within 1 year of hire

In order to be compliant with Maine requirements, training must include the following information:

  • A statement that sexual harassment is illegal under the Maine Human Rights Act, as defined in the training
  • Additional information regarding protections from retaliation as outlined in Title 5, section 4553, subsection 10 (“Unlawful discrimination”), paragraph D (Provide copy of paragraph D [“Aiding, abetting…”] of subsection 10 [“Unlawful discrimination”])
  • Company complaint process and contact information for individuals to whom victims should report harassment (provided by employer)
  • Details of legal recourse and complaint process available through the Maine Human Rights Commission (at minimum, provide employees with information provided on this website and phone number for the Main Human Rights Commission – 207-624-6290)

In order to satisfy Maine interactivity requirements, employers should use the full Sexual Harassment Prevention program and interactive materials in conjunction with the supplementary information noted above.

Beginning October 8, 2018, initial training must be complete by October 9, 2019. Subsequent annual training may be based on calendar year, employee start date, or any other date the employer chooses.

Covered employers: All

Who must be trained: All employees (including seasonal and temporary workers)

Training length: Not specified

Frequency of training: Annually

Interactive component required: Yes

New-hire training deadline: As soon as possible (exact timing not specified)

In order to be compliant with state requirements, training must include the following information:

  • A statement for supervisors that reporting sexual harassment, once they observe or become aware of it, is mandatory in New York (this information should be provided to all employees)
  • Company complaint process and contact information for individuals to whom victims should report harassment (provided by employer)
  • State contact information for individuals to whom victims should report harassment (at minimum, provide employees with this website, email [complaints@dhr.ny.gov], and phone number for the Division of Human Rights – 718-741-8332 [phone], 718-741-8300 [TTY])
  • A sexual harassment policy that includes a complaint form for employees (employers may use the models provided or create their own)

In order to satisfy interactivity requirements, employers should use the full Sexual Harassment Prevention program and interactive materials in conjunction with the supplementary information noted below.

From Our Customers...

 

The training was great! It dealt with the each portion adequately. It was not very lengthy and kept the attention of our staff with the great scenarios. Very effective and to the point, easy to understand and follow along with.

Glad21 | Childersburg, AL

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