Workplace harassment, and sexual harassment in particular, are prohibited by law. Employers are required  to conduct employee training — of supervisors especially, and ideally all employees — at least annually, as a preventive practice. In addition, employers should have an adequate policy that (1) prohibits sexual harassment; (2) provides for claims to be made in house; (3) provides for investigation of claims; (4) ensures action will be taken to end any harassment if found;  and (4) ensures that that there will be no retaliation relating to such claims. Having a good policy and training can foster positive workplace morale and provide effective defenses to workplace lawsuits.

PROMPT:

YouTube.com  and other sources on the Internet have videos depicting sexual harassment for training — to define, illustrate  and  explain it. Not all of these are good ones.  For this Forum:

1. Browse YouTube (or other Internet source) and select a video that you believe is a good vehicle to use in workplace training about sexual harassment. Include its title and the URL link in your main post. (Please use the link icon in the menu to paste in the URL so that it can be easily clicked from your post to access your video choice.)

Then, in a minimum of 275 words:

2. Briefly summarize the video presentation.

3. Explain:  (1) why you consider this a good, effective video for training; and (2)  how you would use it as part of a workplace training presentation.   Considerations you should include (but are not limited to): (a) clear definition and explanation of sexual harassment are provided; (b) illustration is instructive and effective for a training discussion because…..; and (c) how type(s) of harassment are clearly  illustrated (quid pro quo, hostile environment, both?).  Will use of this video assist the employer in meeting its responsibility as described in the Faragher case (see below)?

You must use other sources in addition to the video to support your discussion.  As a part of your research, for an understanding of sexual harassment elements and considerations, see

www.eeoc.gov

and cases reported there.  Additional source to review and research for this Forum:  Faragher v. Boca Raton, 524 U.S. 775 (1998), U.S. Supreme Court Case. This was the seminal case in which the Court found an employer’s communication of a sexual harassment policy to employees to be inadequate. This case established the need for an employer having a policy and training, from which the law has developed since.

USE some of the references listed in the attached document called “references” as well as other references. 275 word minimum. APA

United States Equal Opportunity Employment Commission. (n.d.) Overview. Retrieved from 

http://www1.eeoc.gov/eeoc/index.cfm

United States Equal Opportunity Employment Commission. (n.d.) Prohibited employment policies/practices. Retrieved from 

http://www.eeoc.gov/laws/practices/index.cfm

United States Department of Labor (n.d.) Summary of the major laws of the Department of Labor. Retrieved from 

https://www.dol.gov/general/aboutdol/majorlaws

United States Equal Opportunity Employment Commission. (n.d.) Laws enforced by EEOC. Retrieved from 

http://www.eeoc.gov/laws/statutes/index.cfm

United States Equal Opportunity Employment Commission (n.d.) Workplace laws not enforced by the EEOC. Retrieved from 

http://www1.eeoc.gov/laws/other.cfm

Hasl-Kelchner, Hanna. (2006). The business guide to legal literacy: what every manager should know about the law.