Conflict Management - Working Through Differences
Interactive Training for Government AgenciesSupervisor Sexual Harassment Course Outline
What every supervisor needs to know to prevent sexual harassment in the workplace.
The Supervisor’s Guide to Preventing Sexual Harassment
Detailed Outline, Course Analysis and Training Guarantee
This training is available as an instructor-led session at your location, via live instructor-led webinar, or as a customized online course.
Covering sexual harassment, and all other types of workplace harassment, and customized to incorporate your organization’s harassment policy and procedures, this two-hour course is designed to give management and supervisory personnel practical and relevant compliance information through an engaging learning experience.
Participants learn what specifically constitutes a complaint of sexual or discriminatory harassment; specifies how and when a supervisor should work with human resources; and provides specific strategies for recognizing, responding to and resolving complaints of sexual harassment and unlawful discrimination.
Comply with EEOC guidelines and all state sexual harassment training requirements.
Meet all elements of the 2-Hour Sexual Harassment Requirements for Management and Supervisory Personnel.
The course is highly interactive interactive using cases, scenarios and exercises. Using You-Make-The-Call application exercises and scenarios practice real-world policy application. Everyone develops a thorough understanding of the nuances of workplace harassment and the legal responsibility they have to control it.
We structure the course around scenarios that are relevant to your work environment, key issues are discussed, questions are answered and guidance is given. Participants have the opportunity to ask questions and have their questions answered by a qualified harassment prevention expert.
The Supervisor’s Guide to Preventing Workplace Harassment course will help your organization prevent and control workplace harassment, and can be an important part of an organization’s effort to create a defensible position against any harassment claim. Your satisfaction is guaranteed.
Supreme Court decisions and the current EEOC Guidelines make it clear that employers need to go beyond simply having an anti-harassment policy. Employers must provide training to ensure every manager and employee understands the organization's harassment policy. Employers must show due diligence relative to controlling workplace harassment. Every employee should be trained on what harassment is, and what to do about harassment, if they see it happening to them or anyone else.
Managers and supervisors must be aware of their liability and their responsibility to control harassment. They need to know how to prevent sexual, and other forms of workplace harassment, and what steps to take if harassment claims are made.
The Supervisor’s Guide to Preventing Sexual Harassment course, outlined below, will get your organization to track, prevent and control harassment of all types.
Harassment Training for Supervisors Course Overview:
The Supervisor’s Guide to Preventing Sexual Harassment
Alliance workplace harassment facilitators meet qualified requirements to conduct sexual harassment training.
Who Should Attend
All supervisors, managers and human resource department personnel.
Training Benefits
- Understand how workplace harassment impacts the workplace
- Recognize Quid Pro Quo and Hostile Work Environment Harassment
- Recognize the most common myths and misconceptions about workplace harassment
- It's not just about sex anymore - hostile work environments based on protected classes other than sex
- Tips for identifying the four sexual harassment patterns and how to put a stop to them
- Mistakes managers make that can create a hostile work environment in your workplace
- Practical guidance regarding the statutory provisions concerning the prevention and correction of sexual harassment
- Know how, when and where the employers can establish the Ellerth and Farragher affirmative defenses to harassment claims
- What you need to do in addition to having a policy to establish that you have exercised
- Available remedies to victims of sexual harassment in employment
- Practical examples aimed at instructing the prevention of harassment, discrimination and retaliation
- Tips to avoid retaliation claims
- How to recognize the many faces of sexual harassment; you'll be surprised by who's actually guilty
- Tips for handling the harassment investigation
- Pass the Harassment Prevention Quiz every manager and supervisor should be able to ace
Overview of Topics and Skills Developed
- Overview of Importance of Training and Laws that Prohibit Harassment
- Learning Objectives
- Why Every Employee Should Care About Discriminatory Harassment
- Why Training is Important
- Federal Laws that Prohibit Harassment
- Understanding all Types of Discriminatory Harassment
- State Law (in your location) that prohibits harassment
- Discrimination versus Harassment
- In-Depth Discussion of the Two Different Types of Harassment
- Definition of Quid Pro Quo Harassment
- Discussion of Who Can Engage in Quid Pro Quo Harassment
- Examples and Discussion of Actual Cases
- Definition of Hostile Work Environment Harassment
- Discussion of How a Hostile Work Environment Can Be Created
- Examples from Actual Cases
- Requirement that Conduct be Severe and Pervasive
- Discussion of Who Can Create a Hostile Work Environment
- What about abusive conduct and bullying?
- What the law says
- Your responsibility to control abusive behaviors
- What to do if it occurs
- Recognizing Inappropriate Behavior
- Verbal
- Visual – including electronic
- Physical
- What Causes Workplace Harassment?
- What about Workplace Romance?
- Cautions
- Actions to take
- Handling Harassment Complaints
- When a claim is brought to you
- What to say - what Not to say
- What to do
- What not to do
- The Liability of knowing
- Elements of the Investigation
- HR’s Role
- Prompt Corrective Action
- Confidentiality
- Prohibition on Retaliation
- What is retaliation
- What is not retaliation
- Liability
- Employer
- Personal
- Creating a Defensible Position Against Claims of Harassment
- Cases
- Policy
- Appropriate Action
- Avoiding Costly Mistakes Commonly Made by Managers and Supervisors
- In-Depth Discussion of Company’s Anti-Harassment Policy (incorporated throughout the training)
- The Quiz Every Manager and Supervisor Must Ace
Course Analysis
The Alliance Sexual Harassment Prevention training provides all the elements required to enable employers to successfully assert an affirmative defense to Sexual Harassment and other unlawful harassment claims.
The Alliance training prepares managers and supervisors to:
- Utilize best practices for addressing sexual harassment scenarios with groups or individuals
- Limit key elements of the Employer Liability as established by the courts
- Recognize and verbalize what constitutes sexual harassment…and other forms of discriminatory harassment
- Use discretion related to associating personal and professional lives on the Internet, email and social media
The Alliance Workplace Harassment training meet the all state training requirements and the EEOC’s training guidelines. Plus, this training reduces the chances of being hit with sexual harassment complaints in the first place.
With the information provided in this 2-hour session, your management and supervisory personnel will learn how to prevent, communicate about, and manage these difficult situations effectively — without disrupting productivity.
Alliance’s Training Guarantee
- Our sexual harassment training sessions are an exciting learning experience for employees that they will remember and incorporate into their workplace behavior – even for those who have had harassment training in the past. Our sessions go beyond sexual harassment prevention training and incorporate all types of unlawful harassment under both state and federal laws including harassment based on age, disability, race, ethnicity, sexual orientation, gender identity and religion.
- Our sexual harassment training is delivered using accelerated learning principles to make them more engaging, fun and interactive.
- We incorporate experienced master facilitators, visual presentations, real-world case scenarios and interactive discussion so participants recognize how to apply the knowledge they have gained.
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100% Satisfaction Guaranteed
Suggestion: Go beyond just training supervisory personnel. Train all employees. Take advantage of our low cost training options to provide training for all employees and further reduce your potential liability against workplace harassment claims of all types.
Using Alliance’s workplace harassment training courses reduces the chances of being hit with harassment or discrimination claims against the organization by teaching all employees how to recognize and prevent all forms of discriminatory harassment.
If you would like details about this or other Alliance courses,
please contact us at 877-385-5515.
Or email us at This email address is being protected from spambots. You need JavaScript enabled to view it.
Alliance training sessions are taught by seasoned SME’s with years of experience in the field. They are master facilitators who understand how to apply adult learning principles in a highly interactive learning environment. They make the training relevant, practical and fun.
Let us show you how easy and cost effective it is to bring this training session to your organization today.
More information about Sexual Harassment Workplace Training
Our workplace harassment courses can be delivered onsite, via webinar or through our online learning management system. All harassment courses are customized to your policies and the various state and federal laws covering your employees.
Featured Trainers in Sexual Harassment
Sexual Harassment Training That Works
Courses that prevent Sexual Harassment and all forms of Discriminatory Harassment
Why this Sexual Harassment training is so popular.
Participants learn to recognize harassment – even the subtle forms. But, rather than dwelling on legal standards and what NOT to do, this training focuses on WHAT TO DO.
Everyone discovers new skills – the words and actions – that promote respect and fairness. Participant's develop a solid understanding of their responsibility to control sexual harassment and all forms of discriminatory harassment.
Courses for Employees and Courses for Managers and Supervisors
Why these courses are so highly recommended:
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Our training is not about scolding people or targeting wrongdoers.
These courses provide a positive approach to eliminating sexual harassment and creating a harassment-free workplace.
Change behavior and improve your culture with this training.
For more information call us at: 877-385-5515
or email: This email address is being protected from spambots. You need JavaScript enabled to view it.
Compare New York State & New York City Training Requirements
Compare NY and NYC Harassment Training Regulations
Compare NY and NYC Harassment Training Content Requirements
View our: Anti-Harassment Course Outline for New York and New York City Employers
The two tables below compare the differences between the New York State Harassment Law and the Stop Sexual Harassment in NYC Act.
Compare differences in Training Regulations
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Training Requirement |
New York State Anti-Harassment Legislation | Stop Sexual Harassment in NYC Act |
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Effective Date and Deadline Effective |
Effective October 9, 2018. The deadline to train all employees is October 9, 2019. |
Effective April 1, 2019. Deadline of April 1, 2020, to have all employees trained. |
| Employers and Employees Covered |
All employers, regardless of size, must train all employees including:
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Employers with 15 or more employees must train all employees, who work 80 or more hours per calendar year, on a full or part-time basis in New York City. |
| Contractors Covered |
Beginning on October 9, 2019, all contractors who bid on NY State contracts must certify under penalty of perjury that they have provided annual sexual harassment training to all employees, including their employees outside the state of New York. |
NYC employers will be required to describe their practices, policies, and procedures relating to preventing and addressing sexual harassment as part of existing reporting requirements. |
| Independent Contractors and Others Protected |
A new section added to the New York Human Rights Law that prohibits sexual harassment of non-employees in the workplace. The term “non-employee” includes:
This section took effect in April of 2018. |
No specific requirement. |
| Frequency of Training |
Must provide training annually. Employers can track completion:
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Must provide training annually. |
| New Employees |
The State does not set a specific time frame for training new hires. However, NY State final guidance encourages training of new employees as soon as possible, noting that employers may be liable for the actions of employees immediately upon hire. |
New employees who work 80 or more hours per year, on a full or part-time basis, in NYC must be trained after 90 days of hire, unless the employee has received training within the same annual cycle from a prior employer. |
| Recordkeeping | No specific requirement. | Employers shall keep a record of all training:
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Additional Information |
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| Posting Requirements |
By Sept. 6, New York City employers must display a poster in English and Spanish, (designed by the NYC Commission on Human Rights), about anti-sexual harassment rights and responsibilities. All New York employers must implement and distribute an anti-sexual harassment policy including a complaint form. |
By Sept. 6, New York City employers must distribute a fact sheet about sexual harassment (created by the commission) to their existing employees and to all new employees upon hire, or they may include the fact sheet in their employee handbooks instead. By Oct. 9, every employer in New York state must have a written sexual harassment prevention policy in place and distribute it to its employees. |
| Nondisclosure Agreements |
Agreements settling claims of sexual harassment cannot include non-disclosure provisions unless the condition of confidentiality is the employee’s “preference.”
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No specific requirement. |
| Mandatory Arbitration Provisions |
Employment contracts cannot require employees to submit to mandatory arbitration to resolve any allegation or claim of sexual harassment. Effective July 11, 2018 Note: Union employers, the terms of a collective bargaining agreement may continue to require arbitration of sexual harassment claims. |
No specific requirement. |
| Statute of Limitations | A charge must be filed within 300 days from the date of the alleged violation. |
The statute of limitations for sexual harassment claims under the New York City Human Rights Law is extended from one year to three years. Note: New York City Human Rights Law to applies to employers with fewer than four employees. |
NOT LEGAL ADVICE: This information is not to be considered legal advice and should not be relied upon in lieu of advice from an attorney. Each employer’s situation is unique. If you have need for legal advice, you should seek advice from an attorney.
This table compares the differences between NY and NYC Harassment Training Content Requirements
Compare differences in Content Requirements
| Training Content Requirement | New York State Law | Stop Sexual Harassment in NYC Act | Both Requirements Included in Alliance Courses |
| Interactivity |
NY State requires the training must be “interactive” require employee participation.
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The training must be “interactive,” (defined as “participatory”). Online training may suffice if it is interactive. |
YES |
| Sexual Harassment Definition and Examples |
Define sexual harassment in a manner consistent with guidance issued by the NY DOL. Provide examples of conduct that would constitute unlawful sexual harassment. |
Inform employees of what sexual harassment is using examples. | YES |
| Applicable Laws | Information on federal and state statutory provisions concerning sexual harassment and remedies available to victims of sexual harassment. |
Inform employees that:
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YES |
| Reporting Procedures, External Forums of Adjudication, and the Rights of Redress | Information about an employee’s rights of redress and all available forums for adjudicating complaints. |
The training must inform employees:
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YES |
| Retaliation | No training requirement. But anti-retaliation provisions must be included in the organization’s policy against harassment. | Information on the prohibition of retaliation and examples of protected activity under the law including: (such as opposing discrimination, filing a complaint, testifying on behalf of someone complaining about discrimination, and assisting in an investigation). | YES |
| Bystander Intervention | No training requirement. | Information concerning bystander intervention and how to how to engage in bystander intervention. | YES |
| Supervisor Responsibilities | Address conduct by supervisors and any additional responsibilities. | Specific responsibilities of supervisory and management personnel in the prevention of sexual harassment, retaliation, and measures to appropriately address sexual harassment complaints. | YES |
NY and NYC Anti-Harassment Training Course Outline
Training meets all New York State and New York City Anti-Harassment Training Requirements
Instructor-led onsite training and webinars to comply with NY State and New York harassment training laws
Every employer in New York is required to fulfill their new annual training requirement. Employers are encouraged to schedule their training sessions with us as soon as possible.
Our Instructor-Led Onsite and Webinar courses follow the same format and course content for constancy.
Everyone gets the same message - even if they cannot attend an in-person session.
Please contact us with any questions about the most cost effective approach to meet your training needs.
Call 877-385-5515 or email us at: This email address is being protected from spambots. You need JavaScript enabled to view it.
Anti-Harassment Course Outline for New York and New York City Employers
Course Overview:
- 1.5-hour session for all employees (A 30 minute "Managers Mandate" session is also provided for management and supervisory personnel addressing their specific responsibilities in the prevention of sexual harassment, retaliation, and measures to appropriately address sexual harassment complaints.
- Participant manual customized to your organizations harassment related policy and procedures
- Interactive course content tailored to fit your organization's culture and business environment
- Real world examples tailored to your organization
- Exercises and discussions to target your issues and concerns
- Interactive "You-Make-The-Call" scenarios for an engaging learning experience
- Participant engagement and Q&A opportunities
- Presented by a "Master Facilitator" SME
- Certificate of Completion is provided for each participant
- Training acknowledgement form and training documentation
Course Outline:
Update on Workplace Harassment
- The cost and impact
- What about “Free Speech”
- The #MeToo Movement
What is Harassment?
- Discriminatory Harassment
- Zero Tolerance
What is Sexual Harassment?
- Quid Pro Quo Sexual Harassment
- Hostile Environment
What about Workplace Bullying and Abusive Behavior?
Types of Inappropriate Behavior
- Physical, Verbal, Visual
- "Hot Topic" Virtual harassment (Email, Text, Social Medial)
What is Sex Stereotyping?
Recognizing and appropriately responding to subtle forms of harassment
Taking a proactive approach to control workplace harassment
The Bystander Effect
- What it is and why it is important
- Bystander Intervention
- How to intervene
- What to say
- What to do
- What to do when you can't intervene
Who can be the Target of Sexual Harassment?
Who can be the Perpetrator of Sexual Harassment?
Where Can Workplace Sexual Harassment Occur?
What Should I Do If I Am Harassed?
What Should I Do If I Witness Sexual Harassment?
The Supervisor's Responsibility
Retaliation is prohibited
- What is Retaliation?
- What is Not Retaliation
Investigation and Corrective Action
- Investigation Process
- Liability
Additional Protections and Remedies
- New York State Division of Human Rights (DHR)
- New York City Commission on Human Rights
- United States Equal Employment Opportunity Commission (EEOC)
The Harassment Quiz Everyone Must Ace
The Manager's Mandate Session:
This 30 minute session is designed specifically to address conduct by supervisors and any additional responsibilities they have to control workplace harassment. This important session is designed around applicable laws and your organization's harassment related policies and procedures.
The Supervisor's Responsibility includes:
- Setting the tone
- Controlling harassment
- Taking a claim of harassment
- Mandatory reporting
- Controlling retaliation
- How to avoid costly mistake that supervisors too often make
Participants leave with information they need to respond to and control all forms of harassment and understand the critical role they play in creating a defensible position against harassment claim.
Before the Training:
Before any training is done, our trainer will discuss the training with you. From that discussion, the course materials will be refined to make certain the training is formatted with your policies and procedures. The trainer will also have the opportunity to discuss with you the work environment and culture of the organization. This will assist them in tailoring the examples and cases used in the training to the participant's organization and real work environment. We want to fully engage the participants to create a positive and relevant learning experience.
Alliance trainers are master facilitators and subject matter experts who understand all aspects of workplace harassment applicable local, state and federal harassment laws. They implement adult learning principles to ensure a quality and straightforward learning experience. They have over 10 years of training experience with a proven track record for success.
We want to make the process easy for you and valuable to your participants. We are with you at every step of the process to ensure your return on investment. We back this up with our 100% satisfaction guarantee.
For more information Call 877-385-5515 or email us at: This email address is being protected from spambots. You need JavaScript enabled to view it.
Take a proactive approach to control Workplace Harassment.
New York State and New York City Harassment Training
New York employers are required to provide Anti-Harassment Training to all employees.
Courses comply with both NY State and Stop Sexual Harassment in NYC Act Requirements.
View Harassment Course Outline
Courses are tailored to your organization's harassment policies and procedures for NY and NYC training compliance.
Click Here to View: Compare NY and NYC Harassment Training Regulations
To meet the aggressive October 9, 2019 training deadline, we offer both instructor-led onsite training and web-base webinar solutions. Both training options cover New York State Workplace Anti-Harassment Training Compliance and Stop Sexual Harassment in NYC Act training requirements.
Click Here to View: Anti-Harassment Course Outline for New York and New York City Employers
The NY State law goes beyond many states harassment training requirements because it:
- Applies to all employers, regardless of their size, who employ anyone in the state of New York.
- Requires that new employees must be trained within 30 days of their start date.
- Applies to all contractors who bid on NY State contracts.
- Applies to all employees, not just supervisors.
- Requires that the training be provided annually.
The NYC law, "Stop Sexual Harassment in NYC Act," is one of the most stringent harassment training laws in the US and goes beyond the NY State training requirements. For example the NYC law specifically requires:
- Bystander intervention training
- Employers to generate and maintain records of all training sessions.
- Signed training acknowledgments.
- Employers must maintain training records on file for three years.
Learn to control even the more subtle forms of harassment.
These interactive, instructor-led sessions go beyond the basics and get to the heart of controlling workplace harassment.
The "Mad Men" mentality still occurs but more often organizations deal with the more subtle issues surrounding workplace harassment. These interactive sessions use real world cases, interactive discussions and exercises to help participants deal with, and appropriately respond, to those day-to-day incidents are not as clear-cut—or egregious—as the reports against Harvey Weinstein, Kevin Spacey, Charlie Rose and a host of others.
Plus, too often, employees do not report harassment. They are afraid of repercussions of all sorts. This training helps participants recognize controlling harassment doesn't have to be disruptive to their career. They learn how to recognize and respond to harassment. They learn how to nip harassment in the bud and proactively take appropriate action to stop harassment before it becomes a "big" deal.
Participants also learn what to do when the perpetrator of harassing behavior just can't help but be inappropriate.
Participants leave this training with a solid understanding of:
- Why the policy against harassment is written the way it is.
- How the policy is designed to protect the organization and themselves individually.
- What to do if harassment occurs and how to respond effectively to control it.
- And, they leave with valuable information to share with friends and family - they may have sons and daughters dealing with harassment.
View Harassment Course Outline
For more information contact us at 877-385-5515 or email us at: This email address is being protected from spambots. You need JavaScript enabled to view it..
Take a proactive approach to control Workplace Harassment.
