Workplace Bullying And Harassment Training
Workplace Bullying And Harassment Training – It is the employers’ responsibility to keep the workplace safe and respectful by taking the necessary measures to prevent all forms of harassment, bullying and violence from occurring in the workplace. This duty of the employer is not only ethical but also legal as it relates to compliance with labor laws.
Of the many aspects of laws governing business or enterprise, it can be argued that the most overlooked or even ignored by employers are the aspects related to preventing harassment. But this should not be the case; It is important that employers fully understand their obligations under federal and state laws.
Workplace Bullying And Harassment Training
In addition to outlawing discrimination and harassment in the workplace, certain laws may include specific requirements to complete various forms of training to prevent harassment in the workplace. Compliance with these regulations can help employers align their strategies with mandated and best practices against misconduct in the workplace.
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Part of our mission at Project WHEN is to bring such essential information to employers and employees to raise awareness of the importance of eliminating harassment in the workplace. You can find more information about joining at the bottom of this page.
In this post, we explore federally recommended best practices for harassment training. We have also compiled a list of the education categories required in each country. Click on any of the links at the bottom of this page to see what requirements apply in your country.
The US Equal Employment Opportunity Commission (EEOC) is a federal agency responsible for enforcing laws that protect applicants and employees from discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information. In addition to handling discrimination claims, a huge part of their work is support in the prevention of harassment through research, community building and the development of educational resources for the public.
The agency has never failed to express the importance of employers having anti-harassment strategies that are consistently and appropriately implemented. A report released by the EEOC Select Task Force on Workplace Harassment Research made several recommendations for addressing harassment, including the value of providing harassment training.
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Although more empirical data is needed on the most effective types of harassment prevention training, the EEOC has observed anecdotal evidence from employers and trainers. Based on this anecdotal evidence, they concluded that compliance training is an important part of any harassment prevention effort. However, exercising and calling it a day simply isn’t enough. Its effectiveness increases if it is treated as part of a comprehensive effort instead of an independent solution to eliminate the problem.
In addition, to increase the effectiveness of training programs, there should be certain components that are related to and aimed at specific goals. Below are the EEOC’s findings, based on insights gathered by experts.
Because organizational culture has a significant impact on the existence of things like harassment, discrimination, or bullying, the EEOC Select Task Force recommends two types of training that can help organizations create a culture of respect in the workplace. Although more research is needed to evaluate the effectiveness of these trainings, they may contribute to workplace bullying prevention by addressing workplace culture.
Instead of focusing only on the legal aspects of harassment and discrimination, workplace civility training is primarily organized to instill respect and civility in the workplace. While the EEOC Select Task Force is not established as a harassment prevention tool per se, it believes it can complement compliance training.
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The main focus of workplace courtesy training is to show how to behave politely and respectfully in the workplace, which gives all members of the organization the opportunity to embody it. The content of workplace civility training includes workplace norms, appropriate and inappropriate behavior in the workplace, and may even include training that focuses on skills such as interpersonal skills, conflict resolution, and effective supervisory techniques.
Bystander intervention training for witnesses and observers is typically offered in schools as part of a violence or sexual assault prevention strategy, but is increasingly being recognized as an important part of workplace anti-bullying training. This type of training can sensitize employees to potential forms of harassment around them and empower them to take action instead of just standing by.
The content of such training may include identifying what constitutes offensive behavior based on a person’s protected characteristics under employment non-discrimination laws and developing ways to respond when witnessing harassment.
Although not all states have mandated guidelines for anti-harassment training, most states still emphasize its importance. If not required, it is highly recommended. Click on any of the links below to see what requirements apply in your state.
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Sexual harassment education is mandatory in California. California Government Section 12950.1, as amended by Senate Bill 1343, requires employers with five or more employees to provide interactive training to prevent sexual harassment and exploitation by January 1, 2021.
Who needs to receive this training? Non-supervisors must receive at least one hour of training, and supervisors must receive two hours every two years. Training must be organized for both non-supervisory employees and new supervisory employees within six months of being hired or taking on the position of supervisor.
The training should include information about federal and state laws prohibiting and preventing sexual harassment and the legal remedies available to victims. Harassment based on gender identity, gender expression and sexual orientation, including practical examples thereof, should also be part of training.
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The state also requires that the training be provided by a “certified trainer”, which may include a lawyer who has worked in labor law for at least two years, a human resources professional with at least two years of practical experience in harassment prevention training. or any other person trained by a certified trainer.
The state of California requires workplace violence training as part of Cal/OSHA’s (California Department of Occupational Safety and Health) standard to prevent healthcare violence. California Code of Regulations, Title 8, § 3342, in addition to employee training, health care employers must implement an effective workplace prevention program and keep records of incidents of violence.
Who should receive workplace violence training? All employees of employers covered by the law must receive basic training on the employer’s prevention program and other related topics. Section 3342 also defines the required training according to the specific tasks of the employees and the associated risk.
Those participating in patient contact activities must receive annual training on the topics covered in basic training, including the evaluation of the employer’s workplace violence prevention program. For employees who are particularly involved in confronting or managing persons exhibiting aggressive or violent behavior, basic and refresher training must specifically discuss the safe handling of violent incidents.
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In addition, employers must clearly present site-specific procedures, risk factors and prevention methods in these training sessions. There are no special requirements for the duration of the training.
There are no specific requirements for harassment training in the state of Colorado, but it is highly recommended to prevent it. As stated in Colorado Code of Regulations, Rule 20.6, employers are encouraged to take all necessary steps to prevent discrimination and harassment from occurring in the workplace. These steps may include “positively raising the issue, expressing strong reservations, publishing and disseminating an anti-discrimination policy, training, developing appropriate sanctions, informing stakeholders of their right to raise the issue of discrimination, and how to develop methods to combat discrimination.” sensitizes everyone involved.”
Connecticut is the second state to mandate sexual harassment education. The “Times Up Law,” an amendment to the state’s sexual harassment law, signed into law as Public Laws 19-16 and 19-93, imposes significant changes to the training requirements that employers must consider. The law that entered into force on 1 October 2019 sets the following main requirements:
Delaware’s employment discrimination law includes provisions for sexual harassment education. This law requires employers with 50 or more employees to provide interactive sexual harassment prevention training.
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Who needs to receive such training? Current employees of all covered employers must receive training by January 1, 2020, and new employees must receive training within one year of hiring. Additional interactive training must be organized for supervisory personnel by January 1, 2020, while new managers must be trained within a year of accepting the supervisory position. All employees must undergo training every two years after basic training.
Topics covered in training should include the illegality of sexual harassment, the definition of sexuality
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