10599-18 Amending Chapter 2, Article 8 of the South Bend Municipal Code

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(b) The Department of Human Resources shall prepare and implement a program to provide, on a periodic basis, sexual harassment awareness and prevention training to City employees as defined above. (c) Each supervisory employee is required to complete a minimum of two hours of interactive sexual harassment awareness and prevention training each calendar year. "Supervisory employees" for purposes of this Section will be identified by employee's Department and Human Resources, and generally includes any full or part-time employee with authority to hire, fire, demote, promote, transfer, or discipline an employee. (d) Each full or part-time 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 full and part-time employees with 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 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 report to a supervisor,manager, or Human Resources; (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) Strategies to prevent sexual harassment in the workplace; (6) An explanation about the limited confidentiality of the complaint process; (7) Resources for victims of harassment; (8) The employer's obligation to conduct an effective workplace investigation of a harassment complaint and to take appropriate remedial measures to correct harassing behavior; (9) 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