Training Evaluation : Providing Sexual Harassment

Eliminate sexual harassment against women at work, educational institutions and the provision of goods and services.

Sexual harassment is a demeaning practice, one that constitutes a profound affront to the dignity of the employees forced to endure it.  By requiring an employee to contend with unwelcome sexual actions or explicit sexual demands, sexual harassment in the workplace attacks the dignity and self-respect of the victim both as an employee and as a human being. Sexual harassment is well defined as an unwelcome sexual request for sexual favors and other verbal or physical conduct of a sexual nature. In many countries, sexual harassment is considered a form of sexual abuse and employment discrimination. Sexual harassment is most prevalent is organizations both professional and academic, though it can occur almost anywhere.

There will be a lecture and group activity meeting held every six months in regards to discrimination, harassment, and accountability. There will be behavior stimulation activities to ensure that attitude and behavior adhere to these policies. These meetings should last approximately 30-60 minutes. Any and all questions about these policies can be addressed during this time to make sure everyone thoroughly understands these topics and our policies associated with them.

The training must include information and practical guidance regarding federal and state laws that prohibit sexual harassment, including prevention and correction of harassment, and remedies available to victims. The statute specifically requires employers to use practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation.

1:   The organization can revised the policy so that employees are clear of what Sexual Harassment is.    (1 point)

Over spring break, I read five very interesting articles attaining to sexual harassment. I learned a lot about sexual harassment from reading these articles, and I believe that that it I important for athletic trainers and other health-care professionals to understand and know how to identify acts of sexual harassment. I believe that these articles will be very beneficial to me in the future, when I become a certified athletic trainer, and am interacting with other co-workers, athletes, health-care professionals and as well as other individuals in a professional manner, and respectful manner. Also, the articles provided me with information on what I should and should not do as an employee who hears about some sort of sexual harassment taking

While employed at Store X no training on the prevention of sexual harassment or harassment ever took place. Prevention and education is key to informing employees of their rights should a right be violated and to keep the discrimination from happening. If training

Any employee who feels that he or she has been subjected to sexual harassment should immediately contact the Human Resources Department for investigation and corrective action. Protection from retaliation will be provided and confidentiality will be provided as much as reasonably possible. Any employee who witnesses someone engaging in what could be deemed as sexually harassing conduct is obligated to notify the Human Resources Department even if the victim says that they can handle it or that they can take care of it themselves. Sexual harassment is an illegal act and must be reported and investigated just like any other illegal activity.

The seminar I would like you to work on should cover sexual harassment and unlawful discrimination in the workplace. We expect this to be a two-hour training seminar. In addition to this, I must inform you that the seminar is going to be attended by the hospital's 20 office supervisors. Therefore, I would like you to assign a trainer that is specialized in this type of issues. In addition to this, please let me know what resources we should make available for your trainer.

Erdreich, B. L., Slavet, B. S., & Amador, A. C.. Sexual harassment in the federal workplace: Trends, progress, continuing challenges. 1995

Harassment has no boundaries when it comes to race, age, or gender. As mentioned previously, there are sometimes underlying problems when it comes to lower-status positions and high-status positions. Power can be dangerous in the hands of the wrong person and can often be said in the workplace where power can lead to sexual harassment. Debbie Dougherty, an assistant professor of communication in the College of Arts and Science at the University of Missouri-Columbia, did an assessment based on opinions and perceptions of 23 participants. The study was focused around the question “why does sexual harassment occur?” and the most common answer that came up was “power.” One thing Debbie noticed was the fact that men and women had different opinions

The structural and psychosocial subsystems are being affected. The structural subsystem is being affected by the behavior of Mr. Johnson, Mr. Ellis, and Mr. Watts. Structural subsystems are the designs, policies, and procedures set forth by the organization. (Brown, D., 2011, pg 41) The employees have followed the chain of command set forth by the organization to deal with problems and change that arise. Both Mr. Ellis and Mr. Watts failed to follow through on their duties by neglecting to address the issue. Most organizations have a policy against sexual harassment and employers have a duty to uphold a harassment free environment, Mr. Ellis and Mr. Watts failed at this measure also. Promoting Mr. Johnson to a supervisory role also disrupted the normal chain of command within the

When an employer has a clear and written policy prohibiting sexual harassment available to all staff then everyone is aware that such negative behaviors will not be tolerated in the workplace.

In this research paper I would fully discuss what sexual harassment. I will start on the origin of sexual harassment and how it came into law. I will discuss what environment of sexual harassment looks like in the work place. The reader should be able to discover the different types of sexual harassment: Quid pro quo and Indirect. I will show you illustrated trends of sexual harassment in the work place over the years. I will discuss how sexual harassment affect both parties, meaning the employer and the employee. I will back up theses affects by laws that are set in place to protect the employee and hold the employer responsible. I will give an analysis on recent litigation involving sexual harassment in the workplace. In my conclusion I will give a recommendation on how to prevent sexual harassment in the workplace and what management can to protect their employees.

Kellie Stephens provides exemplary training and development programs. She and the company’s goals are to provide in-house training seminars with up-to-date sexual harassment and safety procedures. She also understands the need for management training including people skills which include “communities of practices”, “snack and chat”, and consistent implementation of PAC policies. Communities of practice continue growing in its efforts with different departments coming on board with the program. Snack and chat gives employees the opportunity to discuss and be heard about their ideas with which to continue PAC’s performance. The managers including Dick Remington and Gary Stephens are not accepting of the proper procedures with which PAC’s Code of Ethics consist of. These are a few to the many who are accepting of the proper training procedures. Training can always use improvements with learning how to learn in mind. Each individual person learns differently. Developing action plans for managers and employees who have completed training which provides continued efforts for encouragement and feedback. Individuals who display success with learning techniques and reach desired goals within the action plan will become the coaches and role models for new trainees. With simple in-house developments on training, we as a company can continue to succeed with the goals of