The State of Connecticut and federal laws prohibit discrimination based on sex. Sexual harassment is a form of sex discrimination. All employees must understand what constitutes sexual harassment, what to do if they witness or experience sexual harassment, and how to report allegations of sexual harassment. Both employees and all levels of management should be aware of supervisors’ responsibilities related to allegations of sexual harassment and preventative measures. Understanding the law on sexual harassment will help you eradicate it in the workplace, as well as protect yourself and your employer. If an employee makes a complaint of sexual harassment, they should understand their rights related to retaliation and the remedies available to them. The goal of this educational program is to provide all employees with knowledge of sexual harassment and how to respond.
Section 1: Introduction
About this Course
Section 2: Sexual Harassment
The Psychology of Sexual Harassment
Is Sexual Harassment Common?
Sexual Harassment: Defined
Quid Pro Quo Harassment
Hostile Work Environment Harassment
Components of Sexual Harassment
Based on Sex
Severe and Pervasive
Who Can Be Affected?
Section 3: Sexual Harassment Is Illegal
Workplace Bullying and Microaggression
Section 4: What Can You Do to Prevent Sexual Harassment?
Preventing Harassment in the Workplace
True or False?
Section 5: What Should You Do If You Are Sexually Harassed?
If You Are Harassed…
Resources for Sexual Harassment Complaints
What if You Are Accused of the Harassment?
Section 6: Supervisor and Employer Responses to Allegations
Supervisor, Human Resources, and Employer Responses
Conducting a Prompt Investigation
Conducting a Thorough and Fair Investigation
Rights of Redress Available for Sexual Harassment
Section 7: Clinical Vignette
Section 8: Conclusion
Susan Heinzerling earned a Bachelor of Science in biology and a Bachelor of Science in nursing from the University of North Carolina at Chapel Hill as well as a Master of Life Sciences in physiology from North Carolina State University. She became a doctoral candidate in immunology at the University of South Alabama. Her research experiences in the biomedical sciences led to an interest in evidence-based practices. Ms. Heinzerling began her nursing career as a medical/surgical nurse. Renal patients in acute care with multiple chronic conditions and repeated hospitalizations inspired her practice of hospice nursing. She has worked as a hospice admissions nurse and a hospice RN case manager in both a large urban setting and a rural community. Disclosure: Susan Heinzerling, BSN, RN, CHPN has declared that no conflict of interest, Relevant Financial Relationship or Relevant Non-Financial Relationship exists.Expert Reviewer: Tami Hodges, MS, SPHR
Tami Hodges, MS, SPHR has over 20 years of Human Resources and Consulting experience. In the early 90s, Tami co-founded an Employee Assistance Program (EAP) that provided services to 150 organizations in CT. She also co-developed a specialized EAP division to meet the unique challenges of first responder personnel and their families. Tami specializes in crisis intervention, supervisor consultation and in assisting employees to achieve their professional goals. She has designed wellness and compliance training modules for supervisors and employees that she has delivered locally and on a national level. Tami is certified in Psychological First Aid, Advanced Critical Incident Management and is in the process of obtaining a Certified Employee Relations Law (CERL) Certification. Disclosure: Tami Hodges, MS, SPHR has declared that no conflict of interest, Relevant Financial Relationship or Relevant Non-Financial Relationship exists.
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