This template is can be customized to teach employees about basic guidelines to avoid workplace harassment.

1. All Employee
Harassment Training
…Awareness,
Perception &
Prevention
2013
…Awareness,
Perception &
Prevention
2013

2. What’s Happening in the Workplace?
* US Equal Employment Opportunity Commission 3.5.2012

3. Purpose of Harassment Training
• We are committed to creating a challenging yet enjoyable team
environment for our employees
 (Company X Mission Statement)
• Harassment free workplace

4. Agenda for Today’s Meeting:
• Company X Harassment Policy
• Prevention
• What is Harassment
 Hostile Environment & Sexual Harassment
• Examples
• Electronic Communications
 Email, Social Media & Sexting
• Team Member Responsibilities
• Complaint Process
• Acknowledgment/Wrap-up

5. Company X Does Not Tolerate Any Form of
Harassment

6. What We Do to Prevent Harassment:
• Training
 On Boarding
 ELearning
 Management Training
 All Employee Training
• Policy posted in Handbook
• Established Complaint process
• Promptly investigate all complaints

7. What is Harassment?
• Harassment is a behavior that is perceived by the recipient as
unwelcome behavior toward an individual because …
 Race
 Color
 Religion
 Sex (including pregnancy)
 National origin
 Age (40 and older)
 Disability
 Veteran status
 Genetic information

8. • Race, Color, Age, Religion, Sex, Disability, National Origin and
Veteran Status

9. Hostile Work Environment

10. Sexual Harassment
• Submission to such conduct is explicitly or implicitly a term or
condition of employment
• An employment decision affecting a team member is based on
acceptance or rejection of such conduct
• Such conduct interferes with work performance or creates and
intimidating, hostile or offensive working environment
 Sexual relationships between supervisors and direct subordinates is
prohibited

11. Examples of Harassment

12. Examples of Harassment
• Denial or threat of denial of employment benefits, or
advancement for refusal to consent to sexual advances
• Open display of sexually oriented or suggestive pictures, objects,
or posters or other offensive material
• Graphic verbal commentary about an individual’s body
• Intentional physical conduct which is sexual in nature, such as
touching, pinching, patting, grabbing or poking another team
member’s body

13. Internet Usage
• The Internet may not be used in any way that violates Company
X’s policies, rules, or administrative orders including, but not
limited to…
 Viewing of pornographic material (sexting)
 Social networking sites such as MySpace, Facebook, and Twitter
 Downloading or viewing videos from such sites as
• YouTube, Google, MSN, etc.
 Use of the Internet in a manner that is not consistent with the mission of
Company X, misrepresents Company X, or violates any Company X policy
is prohibited
 Social media is covered by these policies

14. Electronic Communication
• Email usage
 Email users are expected to remember that email sent from the
company’s email accounts reflects on the company
• The following activities are deemed inappropriate uses of
Company X systems and services and are prohibited
 Use of email for illegal or unlawful purposes
 Use of email in any way that violates Company X’s policies, rules, or
administrative orders

15. Company X’s Right to Monitor Electronic
Communications
• The email systems and services used at Company X are
owned by the company, and are therefore its property
 This gives Company X the right to monitor any and all email
traffic passing through its email system
* * * *
• If Company X discover or have good reason to suspect
activities that do not comply with applicable laws or this
policy, email records may be retrieved and used to document
the activity in accordance with due process

16. Company X Encourages Employees to Report
Alleged Harassment

17. What if the Manager / Supervisor is the
Harasser?
• Report the incident to their superior, or HR Director
Immediately
• All investigations will be kept strictly Confidential
• Investigations will be on a need-to-know basis

18. Resolving Workplace Issues
• Open Door Policy
• Each team member is required to promptly report any activities
which he/she reasonably believes, in good faith, constitutes
unlawful conduct, or activities that are in violation of Company
X policies
 Team members are encouraged to report any issues, concerns or
activities that he/she believes in good faith are unethical, suspect,
questionable or may be contrary to Company X policies, practices or
operations

19. Resolving Workplace Issues
• Problem Solving Process
 When not resolved through the Open Door Policy
 Multi-step process
 Company X wants employees to report concerns and
complaints

20. Retaliation is Prohibited

21. Harassment Complaint Process
• Confidentiality will be maintained to the fullest extent possible,
consistent with the need to conduct an adequate investigation
• In the course of any investigation, Company X may find it
necessary to share information with others on a “need to know”
basis

22. In Review…

23. Remember, we ALL are responsible for creating and maintaining a workplace free from
harassment !
Any Questions?