Policy Training for Harassment

Anti-harassment training can improve professionalism in your workplace.

Title VII of the Civil Rights Act of 1964 prohibits workplace harassment. The U.S. Equal Employment Opportunity Commission enforces Title VII and also provides employers with guidance on effective anti-harassment measures. Many employers have a zero-tolerance policy concerning workplace harassment.

Initial and Refresher Training

Employers generally provide anti-harassment training during new-hire orientation. Human resources best practices and federal guidelines suggest conducting annual mandatory training for all employees, supervisors, managers and executive-level company officers. Employment files should contain an employee's signed acknowledgment indicating an understanding of the company policy and completion of anti-harassment training.

Training Content

Anti-harassment training components include how to recognize harassment as well as examples of behavior considered harassment. Unwelcome, intimidating, threatening and offensive language and behavior are a few of the actions that constitute harassment.

Leadership Awareness Training

Company leadership--supervisors, managers, directors and executives--also learn how to recognize and respond when an employee claims he's the victim of harassment. Employers can be held liable for their supervisors' and managers' actions regarding harassment. Therefore, anti-harassment training specifically requires them to report incidents to a human resources staff member immediately.

References

• U.S. Equal Employment Opportunity Commission: Small Employers on Employer Liability for Harassment by Supervisors
• FindLaw: Sexual Harassment Prevention Training Now Mandatory for California Employers
• Work: Guide to Anti-Harassment Laws
• Human Rights Watch: Appendix B: Anti-Harassment Action Plan

Resources

• HR
• Society for Human Resource Management
• National Human Resources Association
• American Society for Training & Development
• Workforce Management