Benefits of Sexual Harassment Seminar Training in Georgia:

Regardless of whether your organization is mandated by state law to offer sexual harassment prevention training, all businesses should incorporate sexual harassment prevention training into their company culture and HR best practices. This is the best way to keep your employees happy, productive, & everyone out of court.

Georgia Sexual Harassment Training : If you feel you have been a victim of harassment in Georgia , you can take certain well-defined steps, endorsed by the Equal Employment Opportunity Commission, the Georgia State Department of Labor and other groups that support employee rights, to stop sexual harassment, including:

• Collect evidence — Keep a private diary. Write down incidents, the dates and times and how you felt. Make notes about all conversations you have about the abuse, both with the abuser and with the people who try to help you.
• Understand that there are two types of sexual harassment — Quid pro quo harassment is abuse tolerated by the victim in order to keep a job or be eligible for raises and benefits. Hostile work environment harassment interferes with a person’s ability to work.
• Make a request — Simply ask the harasser to stop, in front of witnesses, if possible. Sometimes, just standing up to a bully is enough.
• Work within your employer’s personnel policies — Employers can be liable for the unlawful behavior of their employees, so employers are encouraged to take proactive steps to prevent harassment by clearly communicating to all employees that it is intolerable under company policy. They can also establish an effective complaint or grievance policy and procedure.
• Work with your employer — Contact human resources and follow the rules for making a formal complaint to your employer. If you work for a large firm, you may feel that you need legal guidance even at this point.
• File a complaint — Anyone who believes that his or her employment rights have been violated by sexual harassment may file a charge of discrimination with the Georgia Department of Labor or the Equal Employment Opportunity Commission (EEOC). You may wish to have the help of a lawyer to do this, not least because your complaint may be filed on your behalf by an individual, organization or agency to protect your identity. When you file a charge, in addition to providing contact information for yourself or your representative, you must also be prepared to give the name, address and telephone number of the employer as well as the harasser’s name and job title. You’ll be asked to give a short description of the alleged sexual harassment, including specific dates. A charge must be filed with the EEOC within 180 days of the latest incident of abuse, but the deadline may be extended to 300 days to conform to Georgia law.

Sexual Harassment training seminars will position your employees to learn what constitutes specific violations of your company's standards and policies and the EEOC laws, ( See below ), that govern sexual harassment. Our interactive training seminars will assure you that all of your employees know and understand the standards concerning violations of sexual harassment in the workplace. All employees will take a Pre-Test and Post-Test to determine exactly what they learned. All questions are discussed in a round table format. This test can also become a permanent part of the employee's personnel file. This will assure HR that the attending employees both comprehend the Georgia state laws, EEOC statues, and your company's sexual harassment policy.

The US Equal Employment Opportunity Commission (EEOC) defines sexual harassment as follows:

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when such conduct:

• explicitly or implicitly affects an individual's employment
• unreasonably interferes with an individual's work performance
• creates an intimidating, hostile, or offensive work environment