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Human Resource & Payroll
In the past few years, we have seen a dramatic increase in sexual harassment training requirements, as states and municipalities have passed legislation requiring it.
In addition, the Equal Employment Opportunity Commission, the federal agency tasked with enforcing violations of anti-discrimination law, says it’s seen a fourfold increase in hits to its website.
But there’s little evidence that sexual harassment training works.
The EEOC report on harassment indicates that trainings have failed as a prevention tool because they are “too focused on simply avoiding legal liability.”
The question is, what can we do to make our training more effective and reduce, if not eliminate harassment in the workplace?
Join us this February to learn what an effective harassment avoidance training entails. We will focus on aspects of harassment training that are often overlooked but have proven to be effective in impacted harassment in the workplace. Instead of the legalities of harassment, a topic that we’ve spent the last 30 years discussing, this session will focus on the actual issues that allow harassment to occur in the workplace.
-Hostile workplace
-What to do about bullying?
-What is fraternization and what to do about it?
-Bystander training
-Review objectives of harassment training
-Revisit specific items to address in harassment training
-Introduce new concepts of training helpful in 2023
-Discuss failures of past training
For over 3 decades, the companies have been conducting sexual harassment avoidance and related training, keeping records of their trainings and using it to defend against harassment complaints. Sadly, the only thing that has become apparent in that time is that this training really has not worked. The focus in harassment training has always been about what not to do but there is relatively little focus on what to do.
However, unless we describe the appropriate behavior, it is too easy for individuals to fall into their habits of behavior that are inappropriate or just down-right unacceptable. What that means is that we need to describe the inappropriate behavior, label it as such and then describe the appropriate behavior, along with examples.
We will highlight some of those behaviors, including:
-Psychological harassment
-Online or digital harassment
-Quid pro quo harassment
-Third party harassment
All levels of human resource professionals will benefit as well as any supervisor or manager in any size company.
Greg Chartier is an experienced Human Resources speaker on Clatid. He is Principal of The Office of Gregory J Chartier, and is a well-known management consultant, educator and speaker and author of the recently published What Law Did You Break Today? His practice is based on the Business Partner Model of Human Resources, which emphasizes on outsourcing, the use of technology to gain efficiencies and the improvement of managerial skills.
Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce company mission, vision, values and culture and the content is practical for team leaders, managers, supervisors and executives. His philosophy is simple: management is a skill and you can be a better manager by developing your skills.
He has a bachelor's Degree from The Citadel, the Military College of South Carolina, an MBA from Rensselaer Polytechnic Institute and his Ph.D. in Human Resources Management from Madison University. Greg is certified by the Society for Human Resources Management (SHRM) as a Senior Professional in Human Resources (SCP) and as both a Senior Professional and a Global Professional in Human Resources (SPHR and GPHR) by HRCI, the Human Resource Certification Institute.
He is a former Board Member of the Business Council of Westchester, where he was the Chair of the Human Resources Council and a member of the Executive Committee. Greg is a national member of SHRM and a local SHRM chapter, the Westchester Human Resources Management Association. He was also a member of the Board of the Child Care Council of Westchester.
Greg is involved in the Certification Program for Human Resources Management at Pace University, which includes the preparatory program for the Human Resources Professional Examinations and the Essentials in Human Resources Management Program, as well as the Continuing Education Programs including HRCI and SHRM recertification. He is also a member of the faculty of the New York Medical College in Valhalla, NY.
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This course is approved for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM and 1.5 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HRCI
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