Who should attend?
People responsible for applying the organizational policy for dealing with situations of incivility, violence and harassment, professionals, managers and HR advisors.
Description
The main aim of this training course is to enable participants to understand the issues surrounding sexual harassment, discriminatory harassment and the phenomenon of microaggressions, and to apply them to the criteria for analyzing the admissibility of a harassment complaint. The latter makes it possible to verify whether the conduct reported to the employer constitutes sexual or discriminatory harassment. Understanding the guiding principles of the admissibility analysis and best practices in this field is fundamental to ensuring the judicious implementation of the complaint handling process, while respecting the rights of all parties.
Objectives
- Understand the issues involved in analyzing the admissibility of a complaint of sexual harassment or discrimination;
- Identify the criteria for admissibility of a complaint of sexual harassment or discrimination;
- Define microaggression, know how to identify it and analyze it in the light of the criteria for the admissibility analysis of a complaint of sexual harassment or discriminatory harassment;
- Apply theoretical knowledge to practical situations;
- Adopt best practices in this area;
- Explore the substantive elements of the definition of sexual or discriminatory harassment and the assessment factors.
Contents
- Employer's legal obligations;
- Union roles and responsibilities;
- Provisional measures while the situation is being dealt with;
- Criteria for admissibility of a complaint of sexual harassment or discrimination;
- Definition of sexual harassment and discriminatory harassment;
- Case law interpretations of admissibility criteria;
- Assessment of the admissibility and seriousness of the complaint.
Teaching method
Theoretical presentations, practical exercises and case studies.
