In our Sexual Harassment Awareness training classes your employees will learn and apply the important skills of handling sexual harassment issues and complaints. This hands on class thoroughly addresses the elements of how to prevent unacceptable behavior. The class includes a detailed overview of what sexual harassment is, explains legal definitions, discusses sexual harassment prevention, and shows how to handle sexual harassment complaints and maintain a positive work environment.
For more information about individual sexual harassment training classes please complete this form. Once the form is received one of our consultants will provide you with a confidential proposal that will include a detailed description of the training class and the costs for conducting it.
Sexual Harassment Training:
Sexual Harassment Classes - What Laws Prohibit Sexual Harassment?
Sexual harassment is a form of sexual discrimination and is prohibited by Title VII, the D.C. Human Rights Act (DCHRA), and Article 49B of the Maryland Civil Code. Title VII, the federal law prohibiting sexual harassment applies only to labor organizations, companies, or employment agencies with more than 15 employees. The D.C. Human Rights Act however, applies to all employers regardless of size.
Sexual harassment includes: unwelcome sexual advances, requests for sexual favors, and any verbal or physical conduct of a sexual nature that affects an individual's employment.
What must a sexual harassment plaintiff prove to prevail under Federal Law?
Under Title VII, there are two types of sexual harassment claims that can be made: tangible employment action and hostile work environment.
To prevail on a tangible employment action for sexual harassment, an employee must make a prima facie case that:
(1) he/she was a member of a protected class;
(2) he/she was subjected to unwelcome sexual advances or requests for sexual favors;
(3) his/her refusal to submit to a supervisor's sexual demands affected his employment status; and
(4) the harassing supervisor used his authority to subject the employee to adverse job consequences.
An employee alleging harassment based on a hostile work environment must show:
(1) He was subjected to unwelcome conduct;
(2) the harassment was based on sex; and
(3) the harassment was severe or pervasive, and created an abusive working environment.
What must a plaintiff prove to prevail under the D.C. Human Rights Act?
An employee claiming sexual harassment under the DCHRA must establish a prima facie case demonstrating that unwelcome verbal and/or physical sexual advances were directed at him or her in the workplace, resulting in an abusive or hostile working environment.
Retaliation for Reporting Sexual Harassment is Prohibited
Section 704 (a) of Title VII and the DCHRA prohibit retaliation against employees who file sexual harassment complaints. Retaliatory actions include: termination, suspension, demotion, reduction in salary, and any act that might dissuade a reasonable person from reporting harassment.
What can a prevailing plaintiff recover?
A prevailing plaintiff is entitled to reinstatement, back pay, front pay, compensatory damages and attorney fees. In addition, Title VII authorizes exemplary or punitive damages.
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