Mississippi Manager's Sexual Harassment Training Document - Workplace
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FAQ
An effective sexual harassment training program can reduce the risk of harassment claims, motivate employees to recognize, report and prevent misconduct, and help create a respectful, inclusive workplace culture.
All Federal employees are required to take a set of Federal Mandatory training courses including IT Security Awareness, No Fear Act, and EEO training. Executives are required to take Ethics Awareness training as well. Check with your Executive Resources office for a schedule of these mandatory courses at your agency.
Topics covered in the training include:Alberta OH&S Code Part 27 Violence.Statistical analysis to help you understand the prevalence of workplace violence and harassment.Types of workplace violence and harassment.The negative impact of workplace violence and harassment.More items...
Discrimination & Sexual Harassment Prevention Training for Supervisors. The most effective way to a prevent sexual harassment and discrimination in the workplace is to empower your supervisors. Give them the tools they need to identify warning signs and follow the proper protocols.
Here are the topics that your employee training should coverYour policy against harassment.What is unwelcome conduct.Hostile work environment, quid pro quo, and bullying.How to deal with harassment.Bystander Intervention.Illegal retaliation.How to file complaints.Company procedures for investigation and resolution.More items...?
While it's not mandatory for most businesses to participate in training, companies that hire employees usually require EEO training as part of their human resources policies.
The 5 Most Common Types of Workplace HarassmentSexual Harassment in the Workplace.Disability Harassment.Racial Harassment.Sexual Orientation and Gender Identity Harassment.Ageism.
Employers who have at least 100 employees and federal contractors who have at least 50 employees are required to complete and submit an EEO-1 Report (a government form that requests information about employees' job categories, ethnicity, race, and gender) to EEOC and the U.S. Department of Labor every year.
EEOC is committed to providing training and technical assistance, outreach and educational programs to assist employers, employees and stakeholder groups understand and prevent discrimination.