Harassment in the Workplace





Harassment in the workplace is not confined to sexual harassment. Harassment can be based on all protected characteristics, including race, color, national origin, religion, age, and disability. Depending on state law and other circumstances, additional characteristics such as sexual orientation and marital status may also be protected. An effective harassment prevention training program must touch upon all of these categories. This one-hour course will provide an overview of the characteristics of various forms of harassment and what can be done to create a harassment-free work environment. It addresses how workplace harassment is defined, how to confront workplace harassment, and how to prevent it. It also offers advice on selecting the best course of action to take should you find yourself involved in an incident of harassment. If you have questions about harassment either during or after this course, please contact the designated human resources professional at your company who is trained in this area. SkillSoft's Legal Compliance courses are developed and maintained with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA.


Managers, supervisors, and employees


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Workplace Harassment: Definitions and Standards

  • recognize examples of the classes that are protected from unlawful discriminatory harassment under various federal laws
  • match each act that forms the legal basis for preventing harassment in the workplace with the group or class it protects
  • identify examples of behaviors that may constitute harassment
  • recognize the benefits to be gained from being aware of harassment in your workplace

    • Confronting and Preventing Harassment

  • identify appropriate actions to take if you are harassed at work |w
  • identify an employer's responsibilities in preventing harassment
  • recognize the benefits to all employees when a workplace is free from harassment
  • identify the steps that an employer should follow in response to a harassment complaint


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