Are your employees "crossing the line" with inappropriate and harassing behavior? Don't risk a costly lawsuit — stop the behavior for good!
It happens every day. And no matter how much you think it won't happen to you and your company, harassment charges can blindside you by popping up when you least expect them.
Failure to adopt a proactive and aggressive stance on harassment can result in costly lawsuits, poor employee morale, retention problems, absenteeism, decreased productivity, and a tarnished public reputation.

Sexual harassment training is essential for your defense
Many state legislatures have mandated it and even more have addressed it. The Supreme Court has made it clear that employers who train managers on sexual harassment prevention can take advantage of certain affirmative defenses to limit their liability in a lawsuit. This defense is strengthened even more when harassment-prevention training is extended to include employees who work side by side.

Preventing Sexual Harassment in the Workplace is designed to meet federal and many state mandated training requirements and provides a clear understanding of what legally constitutes harassment, what to do if it occurs, and how to swiftly investigate and manage the sexual harassment complaint. And, you'll be protecting yourself … and your company — if you're ever faced with a lawsuit.

Bottom line: Sexual harassment is illegal and the costs are enormous if you and your organization are charged. Lost productivity due to interviews, depositions, and time spent in court — plus the hit your company's image takes — can cost thousands … even more!
It's a frightening time out there and even the most prepared and veteran HR professionals can be tripped up. Why take a chance and put your organization at risk? Purchase this CD today!

What You’ll Learn:
Identifying the Problem and Clarifying the Facts:

• The EEOC's definition of harassment
• The facts on harassment and how to avoid becoming another statistic
• A look at the impact and costs of harassment on the victim, harasser, and organization — tangible and intangible
• Identify the characteristics of the typical harassment victim and learn the steps neccessary to remedy the situation immediately
• The legally defined differences between acceptable behavior and harassment
• How to spot and minimize the types of harassment most likely to occur in the workplace

The Organization and Manager's Responsibilities

• Strategies for defusing potentially disrespectful or harassing situations
• What are your obligations under federal law? Find out here
• How to create an antiharassment policy and procedures that clearly spell out the organization's position
• Why you can never promise confidentiality to an employee filing a complaint
• Develop an internal complaint process that provides protection for both employees and the organization
• When to discipline and when to terminate those found guilty of harassment

Conducting an Internal Investigation

• The do's and don'ts of conducting an internal complaint investigation
• How to safely conduct an internal investigation without compromising employee privacy rights
• Questioning strategies and other methods you can use to get to the truth when interviewing
• Key steps that must be taken in every internal investigation

Your Trainer: Jodie-Beth Galos, ESQ

When you need training that’s guaranteed to translate into on-the-job results, there’s no one better to turn to than Jodie-Beth Galos.

Galos is widely regarded by organizations large and small as an employment-law expert with a solid handle on the challenges today’s managers face in the workplace. She has extensive experience coaching and training business managers and an impressive background in employment law, having practiced with two nationally known law firms before moving into corporate positions at Saks Fifth Avenue, Smith Barney, and United HealthCare.

Galos is regularly featured on CNBC, CNN/FN, and in the New York Post and The National Employment Business Weekly. She is a graduate of Barnard College, Columbia University and received a J.D. from Boston University School of Law.

"Jodie-Beth Galos has provided guidance and leadership to our executive team, substantially improving our business capabilities. We are a better team because of her training."
 – Irene Posio, CFO