Sexual Harassment Requirements and How Employers Can Protect Themselves from False Allegations!

Unfortunately, recent media and political cases has put sexual harassment in the forefront in the workplace. If you thought sexual harassment and workplace violence was getting better, We are sure you were very  disappointed.

Additionally, some of the men in the workplace who were realistically concerned about the rise in sexual harassment accusations were also concerned that what they used to do or still do would now be used against them. Moreover, supportive men in the workplace were in fear of how these allegations would impact them in the future.

The training requirements, investigation process and policies will assist in the prevention of false allegations.

• Learn what types of sexual harassment has the most false allegations
• Which requirements have the most effective results of reducing risk when used by Employers
• Which states have required sexual harassment training and what are the differences
• The types of conduct that constitute harassment
• Harassment prevention of lesbian, gay, bisexual and transgender (LGBT) employees—as well as those who are perceived as LGBT
• Prevention of abusive conduct
• Harassment prevention strategies
• Supervisor's personal obligation to report any harassment, discrimination or retaliation immediately on becoming aware
• Practical illustrative examples of harassment (real cases or hypotheticals) using role plays, case studies, group discussions or other methods
• An explanation of limited confidentiality during the harassment complaint and investigation process.
• Appropriate remedial steps to correct harassing behavior, including the employer's obligation to effectively investigate harassment
• What a supervisor should do if accused of harassment
• Essential elements of an anti-harassment policy including the supervisor's role in the complaint procedure

Many Employers do not handle sexual harassment claims effectively. The investigation of claims is one of the factors at addressing true or false claims. Investigations not done timely will impact the results of any allegation. Learn how Investigations, training another requirements will reduce allegations of false allegations.

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.

• CEO
• CFOs
• Board of Directors
• Supervisors/Manager
• Leadership & Executives
• Program Managers, Office Managers (with HR Roles)
• HR Workplace Compliance Professionals (Officers, Directors, Managers and Specialists
• HR Professionals
• Office Managers and/or any professional on-boarding new hires
• Senior HR Professionals

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.

Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.

Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).