The United States Law:
The US Supreme Court (1998) has stated that for a company to reduce liability for harassment claims it must train employees and supervisors, require employees to report incidents of harassment, thoroughly investigate all reports, and take corrective action when necessary.
Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains.
What is Sexual Harassment?
Sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile or offensive working environment. Any conduct of a sexual nature that makes an employee uncomfortable has the potential to be sexual harassment.
The harasser can be the victim’s supervisor, manager, or coworker. An employer may even be liable for harassment by a non-employee (such as a vendor or customer), depending on the circumstances.
Recommendations to train employees what sexual harassment is, and to explain their rights to a workplace free of sexual harassment, review complaint procedure, and encourage employees to use it. Train supervisors and managers that are separate from the employee sessions. It should explain how to deal with complaints.
Sexual Harassment Training Requirements:
Many States have laws regarding Sexual Harassment, but even if your States doesn’t, it may strongly encourage employers to provide such training even if not legally required.
It is still a good idea to do so. If an employer does train their employees, they will be in a position to show that they took steps to prevent sexual harassment in their work environment.
A two (2) hour training course.