Workplace Violence

Sample

Corporate Training Materials

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TABLE OF CONTENTS
Preface ..............................................................................................................................................3
What is Courseware? ................................................................................................................................ 3
How Do I Customize My Course? .............................................................................................................. 3
Materials Required ................................................................................................................................... 4
Maximizing Your Training Power.............................................................................................................. 5
Icebreakers ........................................................................................................................................6
Icebreaker: Friends Indeed........................................................................................................................ 7
Training Manual Sample.....................................................................................................................8
Sample Module: Investigation Process ..................................................................................................... 9
Instructor Guide Sample................................................................................................................... 17
Sample Module: Investigation Process ................................................................................................... 18
Activities ......................................................................................................................................... 26
Quick Reference Sheets.................................................................................................................... 31
Certificate of Completion ................................................................................................................. 33
HTML Material ................................................................................................................................. 35
PowerPoint Sample.......................................................................................................................... 45

Preface
What is Courseware?
Welcome to Corporate Training Materials, a completely new training
experience!
Our courseware packages offer you top-quality training materials that
are customizable, user-friendly, educational, and fun. We provide your
materials, materials for the student, PowerPoint slides, and a takehome reference sheet for the student. You simply need to prepare and
train!
Best of all, our courseware packages are created in Microsoft Office and can be opened using any
version of Word and PowerPoint. (Most other word processing and presentation programs support
these formats, too.) This means that you can customize the content, add your logo, change the color
scheme, and easily print and e-mail training materials.

How Do I Customize My Course?

Customizing your course is easy. To edit text, just click and type as you would with any document. This is
particularly convenient if you want to add customized statistics for your region, special examples for
your participants industry, or additional information. You can, of course, also use all of your word
processors other features, including text formatting and editing tools (such as cutting and pasting).
To remove modules, simply select the text and press Delete on your keyboard. Then, navigate to the
Table of Contents, right-click, and click Update Field. You may see a dialog box; if so, click Update entire
table and press OK.

(You will also want to perform this step if you add modules or move them around.)
If you want to change the way text looks, you can format any piece of text any way you want. However,
to make it easy, we have used styles so that you can update all the text at once.
If you are using Word 97 to 2003, start by clicking the Format menu followed by Styles and Formatting.
In Word 2007 and 2010 under the Home tab, right-click on your chosen style and click Modify. That will
then produce the Modify Style options window where you can set your preferred style options.

For example, if we wanted to change our Heading 1 style, used for Module Titles, this is what we would
do:

Now, we can change our formatting and it will apply to all the headings in the document.
For more information on making Word work for you, please refer to Word 2007 or 2010 Essentials by
Corporate Training Materials.

Materials Required
All of our courses use flip chart paper and markers extensively. (If you prefer, you can use a whiteboard
or chalkboard instead.)
We recommend that each participant have a copy of the Training Manual, and that you review each
module before training to ensure you have any special materials required. Worksheets and handouts are
included within a separate activities folder and can be reproduced and used where indicated. If you
would like to save paper, these worksheets are easily transferrable to a flip chart paper format, instead
of having individual worksheets.

We recommend these additional materials for all workshops:

Laptop with projector, for PowerPoint slides

Quick Reference Sheets for students to take home

Timer or watch (separate from your laptop)

Masking tape

Blank paper

Maximizing Your Training Power

We have just one more thing for you before you get started. Our company is built for trainers, by
trainers, so we thought we would share some of our tips with you, to help you create an engaging,
unforgettable experience for your participants.

Make it customized. By tailoring each course to your participants, you will find that your results
will increase a thousand-fold.
o

Use examples, case studies, and stories that are relevant to the group.

Identify whether your participants are strangers or whether they work together. Tailor
your approach appropriately.

Different people learn in different ways, so use different types of activities to balance it
all out. (For example, some people learn by reading, while others learn by talking about
it, while still others need a hands-on approach. For more information, we suggest
Experiential Learning by David Kolb.)

Make it fun and interactive. Most people do not enjoy sitting and listening to someone else talk
for hours at a time. Make use of the tips in this book and your own experience to keep your
participants engaged. Mix up the activities to include individual work, small group work, large
group discussions, and mini-lectures.

Make it relevant. Participants are much more receptive to learning if they understand why they
are learning it and how they can apply it in their daily lives. Most importantly, they want to
know how it will benefit them and make their lives easier. Take every opportunity to tie what
you are teaching back to real life.

Keep an open mind. Many trainers find that they learn something each time they teach a
workshop. If you go into a training session with that attitude, you will find that there can be an
amazing two-way flow of information between the trainer and trainees. Enjoy it, learn from it,
and make the most of it in your workshops.

And now, time for the training!

Icebreakers
Each course is provided with a wide range of interactive Icebreakers. The trainer can utilize an
Icebreaker to help facilitate the beginning of the course, as it helps break the ice with the
participants. If the participants are new to each other, an icebreaker is a great way to introduce
everyone to each other. If the participants all know each other it can still help loosen up the
room and begin the training session on positive note. Below you will see one of the icebreakers
that can be utilized from the Icebreakers folder.

Icebreaker: Friends Indeed

Purpose
Have the participants moving around and help to make introductions to each other.
Materials Required

Name card for each person

Markers

Preparation
Have participants fill out their name card. Then, ask participants to stand in a circle, shoulder to
shoulder. They should place their name card at their feet. Then they can take a step back. You
as the facilitator should take the place in the center of the circle.
Activity
Explain that there is one less place than people in the group, as you are in the middle and will
be participating. You will call out a statement that applies to you, and anyone to whom that
statement applies must find another place in the circle.
Examples:

Friends who have cats at home

Friends who are wearing blue
Friends who dont like ice cream

The odd person out must stand in the center and make a statement.
The rules:

You cannot move immediately to your left or right, or back to your place.
Lets be adults: no kicking, punching, body-checking, etc.

Play a few rounds until everyone has had a chance to move around.

Training Manual Sample

On the following pages is a sample module from our Training Manual. Each of our courses
contains twelve modules with three to five lessons per module. It is in the same format and
contains the same material as the Instructor Guide, which is the shown after the Training
Manual sample, but does not contain the Lesson Plans box which assists the trainer during
facilitation.
The Training Manual can be easily updated, edited, or customized to add your business name
and company logo or that of your clients. It provides each participant with a copy of the
material where they can follow along with the instructor.

Action expresses priorities.

Gandhi
Sample Module: Investigation Process
Employers have an obligation to investigate any claims of
harassment. Maintaining a safe work environment means taking
every claim of harassment seriously. Create guidelines that
explain what type of behavior is not tolerated and how
employees should lodge complaints. Do not ignore complaints.
Whether the complaint is formal or informal, investigate the
incident carefully.

Advising Your Supervisor

Supervisors are responsible for handling initial harassment complaints. At the early
stages, supervisors should attempt to resolve the problems quickly while
maintaining confidentiality. In order for supervisors to solve the issues, employees
must make them aware of the situation. Employees need to communicate problems
as specifically as possible. Incidents of harassment often escalate because no one
reports the issues at the beginning.
While supervisors should not discuss specific harassment complaints with the entire staff, they need to
inform employees that investigating incidents will make it difficult to keep the matter completely
confidential. Investigators and witnesses will have to be informed of the matter. If an employee is not
willing to name his or her abuser, the investigation will be nearly impossible to conduct. Supervisors
should alleviate any tension by informing employees that there will not be any retaliation because of
issuing a complaint.

Lodging the Complaint

The company anti-harassment policy should clearly state how employees can lodge
complaints. Typically, they go to their immediate supervisors. If their immediate
supervisors are the problem, however, another employee should be designated,
such as an HR representative. Employee complaints need to have detailed
information that investigators explore.
What to Include in a Complaint:

Names of individuals

Explanation of what happened and why it violated policy

Dates and times of incidents

Names of witnesses

Proof or documentation of events

Initial Response
Employers need to respond to harassment complaints immediately. Employees
who make claims should be thanked for helping the company identify harassment.
When an employee lodges a complaint the supervisor should explain the following:

An investigation will begin as soon as possible.

The company needs to collect information before it takes action.

The company will investigate the claim as quietly as possibly, but full confidentiality may not be
possible.

The Investigation
There should be clear procedures in place for investigating a harassment
complaint. Each companys procedures will be unique, but there are certain
elements that are basic to every investigation.

Conduct the interviews in private.

Document everything.

Find a neutral witness to sit in on interviews, if you feel it is necessary.

Keep an open mind, and do not jump to conclusions.

Gather as much information as possible.

Interview the claimant, witnesses, and the accused separately.

The Findings
After the investigation is complete, companies must take action. The findings of the
investigation will determine what type of action to take.

Finding in favor of the claimant means that the harasser will have to face
disciplinary measures. For example, he or she could be suspended,
transferred, demoted, terminated, sent to counseling, or reprimanded. The
action depends on the severity of the harassment.

Inconclusive findings are difficult. Companies should address these situations by reminding the
accused that harassment is not tolerated. Document this discussion in the employees records.

The claimant should be informed when the investigation is over and disciplinary action is taken, but the
exact action should remain confidential.

Review & Closure

After a harassment investigation, the policies and procedures should be reviewed
carefully. There are several questions that investigators need to answer.

Did the anti-harassment policy address the issue?

Were employees aware of the policy?

Was the complaint addressed quickly?

Were any other problems discovered in the investigation?

Sample Module: Review Questions

1. Who is responsible for handling the initial harassment complaint?
a)
b)
c)
d)

Compliance officer
CEO
Immediate supervisor
None of the above

2. What items should be included when lodging a complaint?

a)
b)
c)
d)

Names of individuals involved and any witnesses

Detailed explanation of what happened
Any available proof or documentation of events
All of the above

3. What element is not part of a harassment investigation?

a)
b)
c)
d)

Conduct the interviews in public

Document everything
Keep an open mind
Interview claimant, witnesses, and accused separately

4. Once an investigation is completed the results should be announced to all employees?

a) True
b) False

Instructor Guide Sample

On the following pages is a sample module from our Instructor Guide. It provides the instructor
with a copy of the material and a Lesson Plans box. Each Instructor Guide and Training Manual
mirrors each other in terms of the content. They differ in that the Instructor Guide is
customized towards the trainer, and Training Manual is customized for the participant.
The key benefit for the trainer is the Lesson Plan box. It provides a standardized set of tools to
assist the instructor train that particular lesson. The Lesson Plan box gives an estimated time to
complete the lesson, any materials that are needed for the lesson, recommended activities, and
additional points to assist in delivering the lessons such as Stories to Share and Delivery Tips.

Action expresses priorities.

Gandhi
Sample Module: Investigation Process
Employers have an obligation to investigate any claims of
harassment. Maintaining a safe work environment means taking
every claim of harassment seriously. Create guidelines that
explain what type of behavior is not tolerated and how
employees should lodge complaints. Do not ignore complaints.
Whether the complaint is formal or informal, investigate the
incident carefully.

Advising Your Supervisor

Estimated Time

10 minutes

Topic Objective

Understand the importance of advising your supervisor.

Advising Your Supervisor

Topic Summary

Describe the importance of advising a supervisor and preventing

harassment.

Materials Required

None

Planning Checklist

None

Recommended Activity

Break into pairs and practice advising the supervisor. Review as a class.

Stories to Share

Share that many people are afraid of getting others fired. Employers need to
explain that people who are abusive are ultimately responsible for their
actions.

Delivery Tips

Skip the review to save time.

Review Questions

Why do employees need to address issues with their supervisors?

Supervisors are responsible for handling initial harassment complaints. At the early
stages, supervisors should attempt to resolve the problems quickly while
maintaining confidentiality. In order for supervisors to solve the issues, employees
must make them aware of the situation. Employees need to communicate problems
as specifically as possible. Incidents of harassment often escalate because no one
reports the issues at the beginning.
While supervisors should not discuss specific harassment complaints with the entire staff, they need to
inform employees that investigating incidents will make it difficult to keep the matter completely
confidential. Investigators and witnesses will have to be informed of the matter. If an employee is not
willing to name his or her abuser, the investigation will be nearly impossible to conduct. Supervisors
should alleviate any tension by informing employees that there will not be any retaliation because of
issuing a complaint.

Lodging the Complaint

Estimated Time

15 minutes

Topic Objective

Understand what is needed to lodge a complaint.

Lodging the Complaint

Topic Summary

Outline how to lodge a complaint.

Materials Required

Worksheet Complaints

Planning Checklist

None

Recommended Activity

Work on the exercise independently. Review how to lodge a complaint as a

class.

Stories to Share

Share a story about the complexities of harassment complaints such as the

link below.
http://www.masslive.com/news/index.ssf/2010/11/sexual_harassment_com
plaint_re.html

Delivery Tips

Skip the class discussion, if necessary.

Review Questions

What should you tell employees about how to file complaints?

The company anti-harassment policy should clearly state how employees can lodge
complaints. Typically, they go to their immediate supervisors. If their immediate
supervisors are the problem, however, another employee should be designated,
such as an HR representative. Employee complaints need to have detailed
information that investigators explore.
What to Include in a Complaint:

Names of individuals

Explanation of what happened and why it violated policy

Dates and times of incidents

Names of witnesses

Proof or documentation of events

Initial Response
Estimated Time

10 minutes

Topic Objective

Understand what an employer needs to communicate.

Topic Summary

Initial Response
Practice the initial response.

Materials Required

None

Planning Checklist

None

Recommended Activity

Break into pairs and practice addressing the supervisor. Review as a class.

Stories to Share

Discuss how initial responses to situations can determine the direction in

which the issues will go.

Delivery Tips

You may skip the review to save time.

Review Questions

What should tell employees how to file complaints?

Employers need to respond to harassment complaints immediately. Employees who

make claims should be thanked for helping the company identify harassment. When
an employee lodges a complaint the supervisor should explain the following:

An investigation will begin as soon as possible.

The company needs to collect information before it takes action.

The company will investigate the claim as quietly as possibly, but full confidentiality may not be
possible.

The Investigation
Estimated Time

15 minutes

Topic Objective

Outline how to handle an investigation.

Topic Summary

The investigation
Recognize the elements of an investigation.

Materials Required

Worksheet: The Investigation

Planning Checklist

None

Recommended
Activity

Work on the exercise independently. Meet in a small group and discuss your
ideas. Review the concept as a class.

Stories to Share

Explain that companies need to investigate all harassment, including third

parties. Share a personal story or the story of Mark Hurd linked below.
http://www.computerworld.com/s/article/9180284/Update_HP_s_Mark_Hurd
_resigns_amid_sexual_harassment_probe

Delivery Tips

Skip the class discussion, if necessary.

Review Questions

Who should be interviewed?

There should be clear procedures in place for investigating a harassment

complaint. Each companys procedures will be unique, but there are certain
elements that are basic to every investigation.

Conduct the interviews in private.

Document everything.

Find a neutral witness to sit in on interviews, if you feel it is necessary.

Keep an open mind, and do not jump to conclusions.

Gather as much information as possible.

Interview the claimant, witnesses, and the accused separately.

The Findings
Estimated Time

15 minutes

Topic Objective

Understand how to interpret findings.

Topic Summary

The Findings
Recognize what to do with findings.

Materials Required

Worksheet: Findings

Planning Checklist

None

Recommended Activity

Work on the exercise independently. Meet in a small group and discuss your
findings. Review the concept as a class.

Stories to Share

Share a personal story about someone you know who participated in a

harassment investigation, or let a participant share his / her experiences.

Delivery Tips

Skip the class discussion, if necessary.

Review Questions

What should be communicated to the accuser?

After the investigation is complete, companies must take action. The findings of
the investigation will determine what type of action to take.

Finding in favor of the claimant means that the harasser will have to face
disciplinary measures. For example, he or she could be suspended,
transferred, demoted, terminated, sent to counseling, or reprimanded.
The action depends on the severity of the harassment.

Inconclusive findings are difficult. Companies should address these situations by reminding the
accused that harassment is not tolerated. Document this discussion in the employees records.

The claimant should be informed when the investigation is over and disciplinary action is taken, but the
exact action should remain confidential.

Review & Closure

Estimated Time

10 minutes

Topic Objective

Understand what needs to happen after an investigation.

Topic Summary

Review and Closure

Outline post investigation strategies.

Materials Required

Worksheet : Review and Closure

Planning Checklist

None

Recommended Activity

Work on the exercise independently. Review as a class.

Stories to Share

None.

Delivery Tips

Skip the class discussion, if necessary.

Review Questions

Why do investigators need to know if the policy addresses the issue?

After a harassment investigation, the policies and procedures should be reviewed

carefully. There are several questions that investigators need to answer.

Did the anti-harassment policy address the issue?

Were employees aware of the policy?

Was the complaint addressed quickly?

Were any other problems discovered in the investigation?

Sample Module: Review Questions

1. Who is responsible for handling the initial harassment complaint?
a)
b)
c)
d)

Compliance officer
CEO
Immediate supervisor
None of the above

2. What items should be included when lodging a complaint?

a)
b)
c)
d)

Names of individuals involved and any witnesses

Detailed explanation of what happened
Any available proof or documentation of events
All of the above

3. What element is not part of a harassment investigation?

a)
b)
c)
d)

Conduct the interviews in public

Document everything
Keep an open mind
Interview claimant, witnesses, and accused separately

4. Once an investigation is completed the results should be announced to all employees?

a) True
b) False

Activities
During the facilitation of a lesson Worksheet or Handout may be utilized to help present the
material. If a lesson calls for a Worksheet or Handout it will be listed in the Lesson Plan box
under Materials Required. The trainer can then utilize the Activities folder for the
corresponding material and then provide it to the participants. They are all on separate Word
documents, and are easily edited and customized.
Below you will see the Worksheets or Handouts that are utilized during the training of the
above lesson. They are located in the Activities folder and can be easily printed and edited for
the participants.

Sample Worksheet: Complaints

Consider the following scenarios. What does the complaint need?
1. An employee complains about being harassed but does not want to name her harasser.
______________________________________________________________________________
______________________________________________________________________________
2. You are trying to help a harassed coworker, but he is not sure if he is being harassed.
______________________________________________________________________________
______________________________________________________________________________
3. An employee wants an investigation, but does not want the harasser to know she is being
investigated.
______________________________________________________________________________
______________________________________________________________________________
4. An employee says she is being harassed, but cannot give an example of harassment.
______________________________________________________________________________
______________________________________________________________________________

Sample Worksheet: Investigation

Using the information from Module 10, write down the steps you would take to investigate the
following scenario.
An employee accuses her immediate supervisor of discrimination and making sexist comments. Their
work area has security cameras. There are also five other women working in the department.
_____________________________________________________________________________________

______________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

______________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

Sample Worksheet: Findings

What steps would you take based on the following findings?
1. A supervisor is known to have made an insensitive joke about women. His employees generally
respect him, and it was his first offense.
__________________________________________________________________________________
__________________________________________________________________________________
2. An employee stalked a coworker for refusing to go out with him.
__________________________________________________________________________________
__________________________________________________________________________________
3. A supervisor does not promote a minority employee. There is no proof of racism, and an equally
qualified employee was given the job.
__________________________________________________________________________________
__________________________________________________________________________________
4. An employee feels that the manager is ageist by investing more training in a younger employee.
There is no proof that the employee asked the manager for more training or advancement.
__________________________________________________________________________________
__________________________________________________________________________________

Sample Worksheet: Review and Closure

Describe changes that need to happen from the following review.
1. The anti-harassment policy does not address the topic.
_____________________________________________________________________________________
_____________________________________________________________________________________
2. The employees are not familiar with the new anti-harassment policy.
_____________________________________________________________________________________
_____________________________________________________________________________________
3. Immediate action was not taken.
_____________________________________________________________________________________
_____________________________________________________________________________________

Quick Reference Sheets

Below is an example of our Quick reference Sheets. They are used to provide the participants
with a quick way to reference the material after the course has been completed. They can be
customized by the trainer to provide the material deemed the most important. They are a way
the participants can look back and reference the material at a later date.
They are also very useful as a take-away from the workshop when branded. When a participant
leaves with a Quick Reference Sheet it provides a great way to promote future business.

Workplace Violence
How to Identify

Target the Behavior, Not the Person

Harassment occurs when someone from

a one group feels
discriminated
against by another.
Be careful, and
remember that you
never know what
people are feeling or thinking. It is
possible to accidentally offend those who
work with you.

When an employee exhibits

questionable behavior, it is essential
that the behavior is addressed before
it escalates. Employers need to
document behavior and discuss it with
the employee. Talk to the employee about how the negative
behavior affects work. It is important not to attack the employee
on a personal level. Remember not to assume everyone who has
a bad day is going to become violent.

Physical Harassment: This includes

gestures, actions, and contact that
can be sexual or threatening. Even
well-meant gestures like a hug
constitute harassment if they make a
person uncomfortable. Do not touch
people at work or invade their
personal space.

Emotional Harassment: Threats,

comments, degrading tones, and
jokes are all workplace harassment.
Avoid volatile subjects, and consider
the ramifications of different jokes.

If you are aware of any problems that your employee is facing,

help by offering training, counseling, or both. Monitor behavior.
If things do not improve, it may be necessary for a problem
employee to leave. Security needs to be aware of any troubled
employees who leave an organization. Employees who are
paranoid, antisocial, or preoccupied with weapons, should be
watched carefully.

Costs to Your Business

Harassment costs businesses millions every year. Many laws allow people to sue their
companies for workplace harassment. Failing to protect employees can result in a high price to
pay. Not only are there litigation fees, but psychological ramifications cost businesses as well.
The cost to your business is not always monetary, it can cost reputation. A company losing its
reputation can have an effect on many aspects of business. The company may lose customers,
valuable employees, and not attract prospective new hires.

Corporate Training Materials, 2011

www.corporatetrainingmaterials.com

Certificate of Completion
Every course comes with a Certificate of Completion where the participants can be recognized
for completing the course. It provides a record of their attendance and to be recognized for
their participation in the workshop.

CERTIFICATE OF COMPLETION
[Name]
Has mastered the course
Workplace Violence
Awarded this _______ day of __________, 20___

Presenter Name and Title

HTML Material
We also offer an HTML version of the material. We convert a Training Manual to HTML which provides a
basic way of viewing the material through your Internet browser. The material is presented with a Table
of Content along the left so you can navigate between modules and lessons. There is also a set of
navigation buttons along the top where you can just click though the material page by page.
The HTML material can be hosted and accessed on a local computer. It is also possible to provide
remote access through the Internet, a LAN, or even your companies Intranet. HTML provides the ability
to offer a self-paced or off site version of the course.
The link below will provide you the opportunity to view and navigate through the HTML format the
same way a participant would experience it.
www.corporatetrainingmaterials.com/HTML_Sample/Workplace_Violence/index.html

PowerPoint Sample
Below you will find the PowerPoint sample. The slides are based on and created from the
Training Manual. PowerPoint slides are a great tool to use during the facilitation of the
material; they help to focus on the important points of information presented during the
training.