Workplace Safety - How to Prevent Sexual Harassment in the Workplace
A company's first priority must be the safety of its workers.
It should go to any length to make sure that each employee is secure.
It's motto should be "an ounce of prevention is worth a pound of cure.
" California legislators and the Equal Employment Opportunity Commission went a little further and put together mandate AB1825 to make sure that all was well.
The mandate states that any company with 50 or more employees must send its managers or supervisors to sexual harassment and prevention training.
It may be done online or in a "live" class setting, and it must be done every two years.
But what about those companies that do not have 50 or more employees? Still workplace security rests with the employer and he should consider some of the following steps.
Step one.
Make sure that the Human Resources Department (HR) has the appropriate material to launch a good awareness program.
Step two.
If there is no HR department, then someone should be put in charge of handling affairs and complaints of sexual harassment at the workplace.
Step three.
The company may also choose to seek an independent HR to handle affairs of sexual harassment.
Step four.
A company should make sure that all new hired personnel undergo a serious sexual harassment awareness survey, interview, training or questioning.
Step five.
Since managers and supervisors must play a major rule in this, they should be armed with ready-made material to distribute among the workforce.
These items may be purchased at an employment agency services.
Step six.
Join an association like The Society for Human Resources, or an affiliate to help out with questions, forms and research.
Step seven.
Sign up for a crash course in sexual harassment and prevention training.
The state of California demands that such a course should be no less than two hours in duration.
However, it is highly recommended to have a full day course.
That course should be "live" and by an approved group compliance leader.
Step eight.
Contact associates and find out what they are doing about training their workers on sexual harassment and prevention in the workplace.
In the long run, in order to protect the company it would be a wise move to seek professional help.
When looking for a "live" trainer make sure that "prevention is the cure" is a vital element in their course program.
It is important that employees are trained in problem solving and how to handle most cases.
It is also helpful to know the options that a company will have if it is sued.
It needs to know how to protect itself.
It should go to any length to make sure that each employee is secure.
It's motto should be "an ounce of prevention is worth a pound of cure.
" California legislators and the Equal Employment Opportunity Commission went a little further and put together mandate AB1825 to make sure that all was well.
The mandate states that any company with 50 or more employees must send its managers or supervisors to sexual harassment and prevention training.
It may be done online or in a "live" class setting, and it must be done every two years.
But what about those companies that do not have 50 or more employees? Still workplace security rests with the employer and he should consider some of the following steps.
Step one.
Make sure that the Human Resources Department (HR) has the appropriate material to launch a good awareness program.
Step two.
If there is no HR department, then someone should be put in charge of handling affairs and complaints of sexual harassment at the workplace.
Step three.
The company may also choose to seek an independent HR to handle affairs of sexual harassment.
Step four.
A company should make sure that all new hired personnel undergo a serious sexual harassment awareness survey, interview, training or questioning.
Step five.
Since managers and supervisors must play a major rule in this, they should be armed with ready-made material to distribute among the workforce.
These items may be purchased at an employment agency services.
Step six.
Join an association like The Society for Human Resources, or an affiliate to help out with questions, forms and research.
Step seven.
Sign up for a crash course in sexual harassment and prevention training.
The state of California demands that such a course should be no less than two hours in duration.
However, it is highly recommended to have a full day course.
That course should be "live" and by an approved group compliance leader.
Step eight.
Contact associates and find out what they are doing about training their workers on sexual harassment and prevention in the workplace.
In the long run, in order to protect the company it would be a wise move to seek professional help.
When looking for a "live" trainer make sure that "prevention is the cure" is a vital element in their course program.
It is important that employees are trained in problem solving and how to handle most cases.
It is also helpful to know the options that a company will have if it is sued.
It needs to know how to protect itself.
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