"I and our company have been fortunate to have access to the services of Bob Sniderman for over seven years. He has successfully supported us in a range of HR activities from the routine (e.g., development of an Employee Handbook) to the more specialized (e.g., resolving issues with difficult employees).

Bob is a valuable asset to our team. He is sensitive to both people and business issues. By quickly and efficiently helping us to resolve personnel and other company issues, he has allowed us to focus on and expand our core business."

— Matthew Creager
Ph.D., President
Structural Integrity Engineering

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Sexual Harassment Prevention

Your employees have a responsibility to do their best work. And, of course, they are also responsible for being upstanding individuals to clients and each other.

To ensure that this happens in a mutually successful and productive way, the employee must feel empowered, valued and encouraged to do the right things. From an employer’s standpoint, you must provide and maintain a safe and harassment-free work environment.

If an employee feels harassed, intimidated, abused or discriminated against, they may take action against your company, supervisors, managers or even a fellow employee.

As an employer, it is your responsibility to:

  • Ensure that all employees (including management) are aware and to prevent all unlawful behaviors.
  • Set up a system for employees to report such incidents and for management to take immediate action to mitigate and resolve these situations.
  • Create prevention training program(s) to educate employees at all levels, and most importantly at the management level.

The key to maintaining a harmonious and well-run work environment is to take preventative measures to educate employees about behaviors not tolerated in the workplace. Training not only reduces the incidence of lawsuits, but also reduces employer liabilities if a lawsuit is filed.)

HRFocus offers employers sexual harassment and hostile environment prevention training for employees and management to help avoid pitfalls against offensive behavior and/or litigation. Complete documentation of such training is crucial in the event of lawsuit. (In California, AB1825 requires employers with 50 or more employees to comply with Sexual Harassment Prevention Training at regular intervals.)

 
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