Sexual Harassment: Investigating Complaints

Course Overview

A properly conducted investigation is one of the most critical elements of an employer's defense in a sexual harassment case. The EEOC examines the totality of the circumstances when investigating harassment charges, including the nature of the allegations, the context in which they occurred, and whether the employer responded promptly and effectively. Between FY 2018 and FY 2021, 43.5% of sexual harassment charges filed with the EEOC were accompanied by a retaliation claim - indicating that how employers handle complaints is often part of the legal dispute itself. Employers who lack trained investigators or adequate complaint procedures face substantially higher exposure in litigation.

This course trains your HR professionals and managers on the complete investigation lifecycle, from the moment a complaint is received through resolution and documentation. The curriculum covers federal and state laws governing harassment investigations, the types of conduct that constitute prohibited behavior, the two forms of harassment (hostile work environment and quid pro quo), proper evidence gathering and interview techniques, and the employer's obligation to prevent retaliation. Your team learns how to develop compliant anti-harassment policies, navigate the statute of limitations for EEOC filings, and create a leadership culture that takes complaints seriously.

What You'll Learn

• Federal and state laws governing sexual harassment, including Title VII and EEOC enforcement guidance
• Types of conduct that constitute prohibited behavior, including physical, verbal, and visual harassment
• The distinction between hostile work environment and quid pro quo harassment and investigation considerations for each
• Developing written anti-harassment policies that meet EEOC standards and provide clear reporting channels
• Employer liability under Title VII, including strict liability for supervisor harassment and the Faragher-Ellerth affirmative defense
• Statute of limitations for EEOC filings (180 days standard, 300 days in states with fair employment agencies)
• Retaliation prevention during and after investigations, including the obligation to protect complainants from adverse action
• Building a leadership culture that encourages reporting and takes all complaints seriously

Who Needs This Training

• HR directors and HR managers who receive and investigate sexual harassment complaints
• Senior managers and executives with responsibility for organizational compliance and culture
• Compliance officers at companies subject to frequent EEOC audits or with prior enforcement history
• Business owners at companies without a dedicated HR department who must handle complaints directly
• Legal and risk management professionals who advise on employment practices
• Any manager designated as a complaint intake point in the organization's anti-harassment policy

Regulatory Background