Sexual Harassment Training and Development Awareness Program
3) Report the incident to the staff member responsible for the handling sexual harassment complaints immediately. Document the facts that were given as well as the observed demeanor of the complainant.An anti- harassment policy and complaint procedure will not be effective without such an assurance. Management should undertake whatever measures are necessary to ensure that retaliation does not occur. For example, when management investigates a complaint of harassment, the official who interviews the parties and witnesses should remind these individuals about the prohibition against retaliation. Management also should scrutinize employment decisions affecting the complainant and witnesses during and after the investigation to ensure that such decisions are not based on retaliatory motives.
<Tab/>The University needs to explain to the students and faculty why the sexual harassment awareness program is being implemented. They need to understand the importance of the topic. To best motivate the acceptance of the program, the affect sexual harassment has on education should be emphasized.
- Designing an Effective Training Program for a Business
- Human Resource Management and Development
- Sexual Harassment Training and Development Awareness Program
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