Sexual Harassment in the Workplace

Sexual Harassment in the Workplace 

Sexual harassment in the workplace is more common than most people think. Studies suggest more than one third of employees, both men and women, have experienced harassment in the workplace.


During this course, topics will be presented on the prevention and correction of sexual harassment complaints and the responsibility of the employer not to discriminate or retaliate against a complainant.  We will also explain the remedies available to victims of harassment in employment settings.


Hours: 2.00


Certificates provided by accrediting body (0 Match)

Course Details

Course Code: REL-PAC-0-CARE143
Hours: 2
Type: Online Course
Content Expiration Date: 10/3/2020
Learning Objectives:
State the definition of sexual harassment and the related laws
Identify two forms of sexual harassment
Describe ways to prevent harassment, discrimination and retaliation in the workplace
Recognize behaviors and language associated with sexual harassment
Identify the potential impact of sexual harassment on the person, other employees, and the company
Indicate remedies available to victims of sexual harassment
Examine the steps one should take in investigating a complaint of sexual harassment


1. Define sexual harassment and related laws

a. Introduction

i. Course objectives

b. The governance of sexual harassment

i. Definitions

1.Gender identity

2. Gender expression

3. Sexual orientation

ii. Federal law: Civil Rights Act of 1964/Title VII

1.       Prohibits discrimination — including sexual harassment

iii.US Code of Federal regulation

1. Federal definition of sexual harassment

2. Explanation of law

iv. U.S. Equal Employment Opportunity Commission (EEOC)

1. Enforces federal sexual harassment laws

c. What constitutes sexual harassment?

i. Behaviors, conduct, and language

1. Right to work

a. free from discrimination/hostile work environment

2. Behaviors/conduct that are sexual in nature

3. Hostile verbal/physical conduct targeting gender

4. Language/comments

5. Threats or reprisals for declining sexual advances

6. Not mutual and unwelcome

7. Abuse of power

ii. EEOC Select Taskforce Study (2015)

1. Persistent, underreported, can happen to anyone

2. Harm may be caused by employee or non-employees

3. Witnessing may cause harm

4. Can occur without economic injury or discharge

iii. Supervisors and employees

1. Definitions

2. Who may perpetrate sexual harassment?

3. Is this sexual harassment?

4. Illustrations, case studies, and checkpoints

a. Language that is sexual in nature

i. Case study: Supervisor — Don’s intimacy

ii. Case study: Employee — Kim’s jokes

iii. Checkpoint: Multiple-choice question

iv. Understanding employer responsibility in other situations

1. Workplace property. Case study: Tony’s locker

2. Offsite activities

a. Case study: Raymond’s allegations

b. Checkpoint: Multiple-choice question

3. Visitors and vendors

a. Case study: Gayle’s experience

v. Identify two types of sexual harassment

1. Quid pro quo sexual harassment

a. Tangible employment action

i. Positive or negative

ii. Threat of action

b. Illegal, grounds for lawsuit

c. Employers liable for supervisors

d. Case study: Tricia and Bradley

e. Checkpoint: True/false question

2. Hostile work environment

a. Pervasive pattern or harassment that is severe

b. Case study: Tim and Carmen

c. What to do if it happens to you?

d. Checkpoint: Multiple choice question

Hour Two

2. Employer responsibilities for protection from sexual harassment

a. Protections are rights

b. All employers are covered by harassment provisions

i. Exempt from protections

ii. Independent contractors

iii. Job applicants

iv. Unpaid interns

1. Case Illustration: Lihuan Wang Case

v. Women and sexual harassment

1. Risk factors

vi. Gender identify and expression

vii. Checkpoints

1. Lu Wang Case question

2. True/false & multiple-choice questions

c. Why prevent sexual harassment?

i. Legal and practical reasons

ii. How to prevent unwelcome behavior

d. Employer liability

i. Obligation to prevent and intervene

ii. Personal liability/supervisors

iii. Third party liability

1. Learning engagement activities

a. Third party liability case study

b. Checkpoint: True/false, multiple-choice questions

e. The consequences of sexual harassment

i. Legal, financial, other

1. Effects on victim, accused, and company

ii. Prevention of consequences

1. Prevent harassment, correct behavior

2. Report, investigate, resolve complaints

3. Checkpoint: multiple-choice question

f. Sexual harassment compliance

i. Formal, written policy compliant with state/federal laws

1. Includes non-retaliation

2. Outlines complaint process

3. Explains investigatory process

4. Describes how findings are presented

ii. Posting, brochures

g. Learning engagement activities: Five case studies

i. Is this harassment, who is liable, what should be done?

h. Representing your company

 i. Open door policy, invite reporting, intervene early

ii. Checkpoint: Case scenario and yes/no question

i. Sexual harassment reminders

 i. When you (employee) encounter uncomfortable/unwelcome behavior

ii. When you are responsible (supervisory)

j. Handling complaints

i. Receiving the complaint

1. Active listen, take seriously

2. Don’t ask complainant to confront harasser

3. Protect from retaliation

4. Complaints may be verbal or written

5. Document complaints

ii. Consider the investigation

1. Who will investigate — impartial, qualified person

2. Seriousness of allegation

3. Est

Instructor: Catherine Zimmerman, LICSW, ACHP-SW, CSW-G
Catherine Zimmerman is a licensed independent clinical social worker who has a private practice providing counseling services to people of all ages and all stages of their lives. She is a freelance healthcare writer and speaker specializing in mental health, ethics, hospice and palliative care, gerontological topics, substance misuse, caregiving, stress and trauma.  Zimmerman received her master's degree from Portland State University thirty years ago and is certified in clinical social work-Gerontology. Zimmerman supervises and mentors therapists seeking licensure in Oregon or Washington states. She is the current President of the Washington chapter of the National Association of Social Workers and has provided public presentations on over twenty topics and has numerous published works. Disclosure: Catherine Zimmerman, LICSW, ACHP-SW, CSW-G has declared that no conflict of interest, Relevant Financial Relationship or Relevant Non-Financial Relationship exists.
Instructor: Cynthia McDaniel, MSN, RN
Cynthia McDaniel MSN RN, is a nurse and administrative consultant in long term care. She is the CEO of ElderWise Inc, a senior living consulting and education group. Cynthia has worked as a nurse consultant for the States of Oregon and Washington,  a geriatric care manager, a regional director of clinical operations for a senior living company, and an assistant professor at Oregon Health & Science University School of Nursing. Her research in assisted living focused on the characteristics of residents in assisted living communities and the role of the nurse in assisted living. Cynthia holds a Master's of Science in Nursing from Gonzaga University in nursing education. She is a Fellow of the Sigma Theta Tau/John A. Hartford Foundation Geriatric Nursing Leadership Academy.  Disclosure: Cynthia McDaniel, MSN, RN has declared that no conflict of interest, Relevant Financial Relationship or Relevant Non-Financial Relationship exists.
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Course Delivery Method and Format
Asynchronous/Online Distance Learning; please see certificate details for specifics on delivery format.
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All characteristics and organizations referenced in the following training are fictional. Any resemblance to any actual organizations or persons living or dead, is purely coincidental.
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