27-18 Harassment Training ordinance

Home Browse Search

(d) Each non-supervisory employee is required to complete a minimum of one hour of sexual harassment awareness and prevention training each calendar year. (e) The training required by this section shall provide department heads, directors, supervisors, officials, and all employees the knowledge and skills needed to address instances of workplace harassment. This includes information and practical guidance regarding the Federal and State statutory provisions concerning the prohibition against and the prevention and correction of sexual harassment and remedies available to victims of sexual harassment in employment. The training shall also include practical examples aimed at instructing employees in the prevention of harassment, and shall be presented by trainers or educators with knowledge and expertise in the prevention of harassment. (f) The sexual harassment awareness and prevention training shall, at a minimum, include the following topics: (1) Definition of sexual harassment and examples of types of conduct that meet the definition; (2) The manner in which an individual can report an allegation of sexual harassment, including making a confidential report to a supervisor or someone with Human Resources authority within the City and how to file a complaint with the South Bend Human Rights Commission; (3) The legal prohibition against retaliation against anyone who reports a sexual harassment allegation; (4) Information regarding the consequences of sexual harassment as well as the consequences for knowingly making a false report of sexual harassment; (5) Remedies available for sexual harassment victims in civil actions and potential employer or individual liabilities; (6) Strategies to prevent sexual harassment in the workplace; (7)An explanation about the limited confidentiality of the complaint process; (8)Resources for victims of harassment; (9) The employer's obligation to conduct an effective workplace investigation of a harassment complaint and to take remedial measures to correct harassing behavior; (10)A supervisor's obligation to report any complaints of sexual harassment, of which they are aware, to the appropriate person in an effort to resolve the claim internally; (11) Information on how to prevent abusive conduct; (12) What the supervisor should do if he or she is personally accused of harassment;