Essential Points to Know About Harassment Avoidance

The Occupational Safety and Health Administration (OSHA) states that, “Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide. It can affect and involve employees, clients, customers, and visitors.”

Harassment is one of the violent acts mentioned by OSHA. A viable training program is important for prevention purposes. Harassment avoidance training is an effective platform in educating the workforce on recognizing and responding to possible acts of harassment that can befall employees in an organization.

Its main purpose is to provide essential information about what harassment in the workplace looks like. It discusses the consequences of this misconduct and how to avoid engaging in these illicit actions. An effective program must focus on workplace courtesy and staying away from unpleasant situations.

Importance of Training

Conventionally, many employers offer this training for the following reasons:

1. As compliance with federal, state, and local regulations or guidelines.
2. Stronger legal defense in case of litigation.
3. Mitigation of adverse impacts of workplace harassment from the perspective of costs and reputation.

Open-minded employees understand that putting in place a training program does not only protect employees but also establishes a safe and supportive work environment for everyone. At the same time, it builds a culture of common respect.

Some state governments have enacted laws compelling employers to provide harassment avoidance training. Nevertheless, meeting the requirements simply for conformity may not be enough. It would be best for companies to go beyond the minimum requirements. That is to stop wrongdoings from occurring at the outset.

Achieving Desired Outcomes

The essence of this training is shown in the measurable impacts. Responsible employers must prudently think about the goals that they want to accomplish and evaluate the results. Here are the basic considerations:

1. Is the program working effectively?
2. Is it making a difference?
3. Which particular ways does it work?
4. Which specific channels provide optimum outcomes?

Assessing the effects of the training can be made through surveys that determine employee reactions or feelings and perception of issues connected with the prevention of harassment. One example is setting an employee hot line or a mechanism for reporting and filing complaints with HR departments.

These polls can highlight employee answers to questions such as, ‘is your workplace free from intimidation or harassment?’ or ‘Do you feel free to report any cases of harassment without fear of reprisal?’ While compliance and minimal risk are certainly desirable, there is a need for creating a workplace culture for all employees that underlines prevention.

PCS Prostaff – Certified Solutions Provider

If you want assistance in the implementation of harassment avoidance training, do not hesitate to contact PCS Prostaff.

Throughout the last 20 years we have provided all types of business organizations in California and adjacent states with productive and beneficial training solutions.Visit our website at https://pcsprostaff.com/ or call us toll free at 866-413-4103 to learn more about the services we offer and how we can assist you with your company’s training initiatives.