Our HR Compliance Training Courses are priced to provide a return on training investment that can be measured in just days and weeks after purchase. Just one employee taking our highly effective training courses, creates awareness and behavior shift that otherwise could result in millions of dollars in HR Non-Compliance.

GECBTS’ Knowledge Transfer Library includes:

  • 792 Total HR Compliance Training Courses
  • 130 minute multi video training course package, segmented into 5 minute single video training modules, with knowledge retention tools and assessment included.

Please press the Request for Proposal tab below, provide your targeted needs in the form provided and we will promptly return to you an employee investment price that will meet your budgetary requirements.

Stop Sexual Harassment Now: Employee Version

Targeted Learning Reinforcement Assessments Included

Request for Proposal

Welcome to our video training course titled Stop Sexual Harassment Now: Employee Version! This, 7-part series is valid for one PDC for the SHRM-CP or SHRM-SCP and one hour of recertification credit through the HR Certification Institute.

This course provides the necessary information for all employees and managers to become aware, measure risk, develop, implement and sustain a highly effective Sexual Harassment Prevention Policy and Procedures.

Sexual harassment is behavior that is so frequent or severe that it creates a hostile or offensive work environment or that results in an adverse employment decision. This can include offensive remarks about a person’s sex or offensive comments about women or men in general. Harassment may be prevalent in the workplace, but it doesn’t have to be prevalent in YOUR workplace.

Up to 85% of women report that they have been sexually harassed at work, according to a 2017 report by the Equal Employment Opportunity Commission. What happens next is often not captured in numbers, but in the fine-print details of recent media reports. Whether the industry is media, entertainment, politics, manufacturing, technology, or something else, these women say things like: “I quit.” Or, “I left that place.” Or “maybe I shouldn’t be in [this industry]”. Some women scaled back on their ambitions, while others left companies or their chosen industry altogether. Research supports what these anecdotes suggest: according to data collected by sociologist Heather McLaughlin and others, about 80% of women who’ve been harassed leave their jobs within two years.

Examples of behaviors that may contribute to an unlawful hostile environment include:

  • Supervisor who fires or denies promotion to a subordinate for refusing to be sexually cooperative
  • Supervisor requires a subordinate to participate in sexual activities as a condition of employment
  • Supervisor offers preferential treatment/promotion if subordinate sexually cooperates or joins supervisor’s religion.
  • Discussing sexual activities
  • Telling off-color jokes concerning race, sex, disability, or other protected bases
  • Unnecessary touching of a person’s shoulders, neck waist or any other body part
  • Commenting on physical attributes
  • Displaying sexually suggestive or racially insensitive pictures
  • Using demeaning or inappropriate terms or epithets
  • Using indecent gestures
  • Using crude language
  • Sabotaging the victim’s work
  • Engaging in hostile physical conduct
  • Best methods for developing and implementing a highly effective employee harassment prevention policy and procedure system
  • Psychology of sexual harassment, what triggers the offender
  • Offender stereotypes
  • The Equal Employment Opportunity Commission outline of harassment compliance guidelines
  • Where, when and how to draw the line when and offender has harassed you
  • The six levels of sexual harassment

All Organizational Positions