Course of Protocol and Management of Sexual Harassment

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Course of Protocol and Management of Sexual Harassment

Receiving a formal complaint of sexual harassment is a critical situation that demands an immediate, confidential, and rigorously exact response. This practical course is designed and created for HR managers, Compliance officers, and members of Equality Committees who must handle these complex procedures with full guarantees.

You will learn step by step the process of internal investigation: from taking urgent precautionary measures to separate the parties, to the exhaustive collection of digital and testimonial evidence. We will teach you how to meticulously document every phase to ensure the full legal validity of the process in the event of an inspection or future trial.

We will analyze how to draft an objective final report and how to determine the appropriate disciplinary sanction, from suspension to dismissal, according to the severity of the facts. We will also address delicate emotional management and how to avoid revictimization during interviews, applying active listening to protect and uphold the dignity of those involved.

This program provides you with the legal certainty necessary to act firmly, strictly complying with current regulations and the Comprehensive Guarantee Law for Sexual Freedom. Upon completion, you will know how to resolve these serious conflicts while avoiding criminal liabilities for the company and protecting the wellbeing of the entire workforce.

Course Details

💻 Video hours 2
🕒 Study hours 16
🎬 Videos 14
📝 Test 14
📈 Level to Expert Level
Language English and MultiLanguage
🎓 Study certificate
🔓 Lifetime access
🏵️ 7 Guarantee days
💳 Secure payment with SSL
💵 We accept all payment methods

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What will you learn in this course?

📋 How to activate and manage the harassment protocol from receiving the complaint to closing the case file.
🗣️ Forensic interview techniques for interviewing the complainant, the accused, and witnesses effectively and respectfully.
📂 How to collect and safeguard valid evidence (emails, recordings, testimony) while complying with data protection.
📝 How to draft a solid conclusions report that serves as the basis for disciplinary measures or legal defense.
⚖️ Legal aspects of disciplinary dismissal for sexual harassment and how to avoid it being annulled in court.
🤝 Strategies to restore the workplace climate and protect the victim from retaliation after the case is resolved.

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The course syllabus includes:

👨🏻‍🏫 8 Topics

▽ TOPIC 1: EMPLOYER RESPONSIBILITIES AND LEGAL FRAMEWORK

2 Lessons00:11:05

Compare national and international sexual harassment regulations and apply corporate obligations: prevent, sanction, remedy, establish committees, train staff, inform, and manage legal responsibilities and risks.

▶ 1.1 LEGAL OBLIGATIONS AND COMPLIANCE

Compare national and international sexual harassment regulations and learn employer obligations: prevent, prohibit and remedy incidents, establish committees, train staff and submit annual reports.

05:49

▶ 1.2 CONSEQUENCES OF NON-COMPLIANCE

How to avoid sanctions, license revocations and reputational harm, manage vicarious liability for supervisors' acts, and legally protect the company

05:16

▽ TOPIC 2: SETTING UP GRIEVANCE COMMITTEES [TECHNICAL APPROACH]

2 Lessons00:11:03

You will identify the requirements and composition of the Internal Committee, the mandatory female chair, parity and term, and how it exercises quasi judicial functions while respecting guarantees and due process.

▶ 2.1 INTERNAL COMMITTEE (CI) STRUCTURE

Requirements and selection of the Internal Committee: mandatory female high-ranking chair, minimum membership including an external member, gender parity, three-year term, neutrality criteria, and when the Local Committee acts.

05:46

▶ 2.2 POWERS AND FUNCTIONS OF THE COMMITTEE

You will see how the internal committee acts as a quasi-judicial body: it assesses evidence, subpoenas witnesses under oath, requests documents and recommends administrative sanctions while respecting due process.

05:17

▽ TOPIC 3: THE FORMAL INVESTIGATION PROCESS

2 Lessons00:11:16

You will handle complaints with calm and empathy, explain confidentiality limits and deadlines, assess jurisdiction and prima facie, ensure fair hearings, cross-examine, interview and preserve digital evidence.

▶ 3.1 RECEIPT AND INITIAL ASSESSMENT OF THE COMPLAINT

Handle complaints calmly and with empathy, explain process and confidentiality limits, assess jurisdiction and prima facie, meet deadlines: notify accused within 7 days, receive written reply within 10 business days

05:42

▶ 3.2 CONDUCT OF THE INQUIRY AND INTERVIEWS

Apply natural justice and right to defense: ensure fair hearings, cross examine witnesses, conduct interviews with open ended chronological questions, and handle digital evidence with chain of custody and confidentiality

05:34

▽ TOPIC 4: CONCILIATION AND DISCIPLINARY MEASURES

2 Lessons00:10:54

When conciliation applies in harassment cases, how to document it and follow up, and how the committee imposes sanctions, calculates compensation, and drafts the legal report the employer must implement.

▶ 4.1 THE CONCILIATION PROCESS

You will determine when conciliation is appropriate in harassment cases: only if the victim requests it, with no financial settlements, how to document it, and what follow up and consequences occur for noncompliance.

05:28 🔒

▶ 4.2 DETERMINATION OF SANCTIONS AND COMPENSATION

How the committee determines proportional sanctions from warnings to dismissal, calculates monetary compensation for harm, and drafts a legal report the employer must implement within 60 days.

05:26 🔒

▽ TOPIC 5: LEADERSHIP AND PREVENTIVE CULTURE

2 Lessons00:12:03

You will detect abuse of authority and unconscious bias, lead with ethics and zero tolerance, and draft an anti-harassment policy with anonymous reporting channels, protection against retaliation, clear sanctions, training and audits.

▶ 5.1 THE LEADER'S ROLE IN PREVENTION

Detect abuse of authority and unconscious biases, learn to lead ethically, enforce zero tolerance, and manage hierarchical relationships to prevent harassment.

06:27 🔒

▶ 5.2 POLICY IMPLEMENTATION AND TRAINING

Draft a legally compliant anti-harassment policy with definitions and examples, anonymous reporting channels, protection from retaliation, clear sanctions, regular communication and training, and audits to assess risk.

05:36 🔒

▽ TOPIC 6: CASE STUDIES AND ANALYSIS OF COMPLEX SCENARIOS

2 Lessons00:10:29

Identify quid pro quo relationships and how hierarchy negates consent, detect client and third party harassment, nonverbal signals and toxic culture, and apply corporate obligations and remedial measures.

▶ 6.1 CASE ANALYSIS: POWER RELATIONSHIPS

You will identify when an employment relationship is quid pro quo, how hierarchy can nullify consent, and what legal obligations a company has when complaints are ignored.

05:24 🔒

▶ 6.2 CASE ANALYSIS: PEER AND THIRD PARTY HARASSMENT

How to identify and address harassment by customers and third parties, spot toxic culture from jokes or offensive material, recognize nonverbal behavior, and implement legal obligations and company measures

05:05 🔒

▽ TOPIC 7: DOCUMENTATION AND LEGAL REPORTING

2 Lessons00:10:55

Manage harassment case files with secure encrypted storage, restricted access and penalties for leaks, and produce annual reports with aggregated metrics for authorities and the board without identifying individuals

▶ 7.1 RECORD KEEPING AND CONFIDENTIALITY

How to manage and protect harassment investigation files: secure storage, encryption, restricted access, confidentiality limits and penalties for leaks

05:45 🔒

▶ 7.2 ANNUAL REPORTING AND TRANSPARENCY

How to prepare the Committee annual report: statistical metrics to include for reporting to authorities and the board while preserving anonymity, and how to use those data to strengthen prevention.

05:10 🔒

▽ TOPIC 8: DOWNLOAD PDF DOCUMENTATION

1 Lessons00:00:00

📥 8.1 Discard PDF Documentation

🔒

Course Details for Managing Sexual Harassment in the Workplace

Complaint Management Course for the Unemployed

The Corporate Sexual Harassment Management and Investigation course is a training offer priced at 6$ and aimed at unemployed individuals.

Our program will enable you to effectively resolve sensitive cases and develop investigative skills necessary to enrich your experience and boost your professional competencies.

Click to access the offer

Harassment Response Course for Workers 'discounted'

Specialize in corporate compliance with this technical Harassment Investigation course for only 6$, designed for legal and HR professionals.

You will learn to handle confidential files with absolute rigor, resolving sensitive cases ethically and professionally to elevate your career competencies and practical skills.

Click to access the offer

Certification in Harassment Management and Investigation

By completing this technical training, you will receive a diploma that endorses your expertise in auditing and managing internal complaints. This private qualification confirms you master investigative processes to resolve incidents of corporate sexual harassment. It is a relevant asset for legal departments, ensuring the student has technical criteria to handle files under standards of confidentiality and legal rigor. The certificate attests to your professional competence to lead efficient response protocols within large organizations.

Passing the quizzes is mandatory. That is how we validate our students' learning.

Job Opportunities in HR and Compliance

The role of the harassment case investigator is becoming increasingly necessary. This course enhances your profile for:

Departments of Human Resources and Labor Relations.
Criminal Compliance and Corporate Ethics officers.
External Equality and Diversity consultants.
Members of the Equality Commission and Staff Representatives.

Student Ratings

Average

4.5

17195 Votes

68%

20%

OUR TEAM

Docente del departamento de Coaching y Negocios

Docente del departamento de Bienestar

Docente del departamento de Psicología

Docente del departamento de Bienestar

Docente del departamento de Desarrollo Académico Profesional

Docente del departamento de Nutrición

Docente del departamento de Desarrollo Académico Profesional

Docente del departamento de Nutrición

Docente del departamento de Coaching y Negocios

Docente del departamento de Psicología

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REAL Opinions from Students of the Course of Managing Sexual Harassment in the Workplace

Very technical and useful

It gave me confidence to know what to ask and what to avoid in research interviews

Susana Gil T.

Clarity in the sanctioning procedure

The course clearly explains the deadlines and legal guarantees for processing files without errors

Jose Pedro T.

'Sensitivity and technical rigor'

Fundamental to approach the interview with the victim while avoiding revictimization

Paula T.

Frequently asked questions about Managing Sexual Harassment in the Workplace

Is it mandatory for all companies to have a sexual harassment protocol?

Yes, the Organic Law on Equality requires all companies, regardless of their size, to promote working conditions that prevent sexual harassment and harassment on the grounds of sex.

This means putting in place specific procedures [protocols] for its prevention and to address complaints or claims that may be made by those who have been subjected to it.

Who should make up the Investigative Committee in an investigation?

The Investigating Committee must be composed of impartial individuals, trained in equality and without a direct hierarchical or friendship relationship with the parties involved.

It typically includes Human Resources managers, legal representatives of the workers, and, at times, external advisors who are experts in gender and labor law to ensure the objectivity of the final report.

What is the validity of digital evidence from WhatsApp and email in an investigation?

Digital evidence is fundamental in these processes, but it must be obtained lawfully, without violating the right to privacy.

In the course you will learn how to safeguard these pieces of evidence [screenshots, corporate emails] so they maintain their chain of custody and are admissible both in the internal disciplinary file and in a possible subsequent trial.

What are precautionary measures during the investigation?

They are immediate decisions that the company makes upon receiving the complaint to protect the alleged victim while the investigation is ongoing.

They may include the physical separation of workstations, shift changes, or remote work for one of the parties, always ensuring that these measures do not constitute a preemptive sanction or cause harm to the victim.

How is the confidentiality of the process protected?

Confidentiality is strict and mandatory for all participants [commission, witnesses, and parties]. The protocol must establish a numeric code for the case file and limit access to the information.

Breaking the duty of confidentiality may entail severe sanctions, as it affects the right to honor and the privacy of the people involved.