Who Is Taking This Course? (required)
Select this if you are purchasing this course to take yourself. It will automatically be assigned to you.
Yourself & Others
Select this if you are purchasing more then one of these courses for both yourself and others. One will be assigned to you automatically, and you can assign the remainder at any time after you have completed the purchase.
Select this if you are purchasing one or more of this course for others. You can assign them at any time after you have completed the purchase.
The Occupational Safety and Health Act of 1970 was passed to prevent workers from being killed or seriously harmed at work. Section 5 (a)(1) of the OSHA Act requires that all employers provide a workplace "free from recognized hazards that are causing or likely to cause death or serious physical harm" to their employees.
Sexual harassment is not explicitly outlawed by this OSHA provision, though it may apply in certain instances where the sexual harassment causes the victim harmful levels of stress or creates an unsafe working environment. If an accident occurs because a victim of sexual harassment becomes unable to focus on his or her job, this would violate the OSHA Act.
The EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee. These laws include Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin.
Sexual harassment is considered a form of gender discrimination per the EEOC and is strictly forbidden. Claims of harassment may be filed directly through the EEOC.
Who must take this course?
Because workplace violence can affect any workplace, it is important for all employers to provide safety training for their employees. Effective employee training in nonviolent response and conflict resolution has been shown to reduce the risk that volatile situations will escalate to physical violence. Training should not be regarded as the sole prevention strategy but as part of a comprehensive approach to reducing the risk of workplace violence.
Other Frequently Asked Questions
It will take a MINIMUM of 2 hours to complete this online course. The student may log on and off as needed. A bookmark will be set so when they log back in they will return to where they left off.
Upon successful completion each student will have immediate access to a printable EEOC Workplace Sexual Harassment Awareness Training certificate and wallet card.
We have no restrictions on how long a person takes to complete a course.
Likewise, if you are purchasing for others, we have no time limit on assigning courses. So you can purchase a larger quantity then you currently need and take advantage of volume discounts.
Each student will receive 0.2 CEUs (or 2 CMEs) from Compliance Training Online® for completing this course.
Our EEOC Workplace Sexual Harassment Awareness Training course consists of content, graphics, audio, self-check questions, and a final exam.
Sexual harassment is defined by the Equal Employment Opportunity Commission (EEOC) as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature such that submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment."
Specific topics covered in this course include:
- About This Course
- Course Objectives
- Introduction to Sexual Harassment in the Workplace
- Key Terms
- Overview of Sexual Harassment in the Workplace
- Targets of Sexual Harassment
- Types of Sexual Harassment
- Verbal Sexual Harassment
- Non-Verbal Sexual Harassment
- Physical Sexual Harassment
- Harassment Applied in the Workplace
- Quid Pro Quo
- Hostile Environment
- Distinguishing Quid Pro Quo and Hostile Environment
- Responding to Sexual Harassment
- Role of the Victim
- Protecting Yourself
- Filing a Charge with the EEOC
- Filing in Person
- Filing by Telephone or Mail
- Mediation and Possible Dismissal
- Freedom from Retaliation
- Role of the Workplace
- Remedies for Employment Discrimination
- Corrective Measures
- Impact of Sexual Harassment in the Workplace
- Effects of Sexual Harassment on the Victim
- Coping with Sexual Harassment in the Workplace
- Effects of Sexual Harassment on the Workplace
- Costs to the Organization
- Prevention of Sexual Harassment in the Workplace
- Sexual Harassment Prevention Overview
- Creating a Sexual Harassment Policy
- Sample Sexual Harassment Policy
- Training and Awareness
- Human Resources' Role
- Management's Role
- Employee Involvement
- Additional Resources
OSHA has not specified any time frame for required retraining or recertification for Workplace Sexual Harassment Awareness. Since there is no OSHA standard dealing with this specific hazard the OSH Act general duty clause, section 5(a)(1), 29 U.S.C. 654(b)(1) defines the standard which provides that:
(a) Each employer -
(1) shall furnish to each of his employees employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees.
A recognized hazard is a danger recognized by the employer's industry or industry in general, by the employer, or by common sense. The general duty clause does not apply if there is an OSHA standard dealing with the hazard, unless the employer knows that the standard does not adequately address the hazard.