We offer a variety of sexual harassment training and discrimination training services to companies and organizations nationwide. Each training plan is custom-tailored to your specific company so the only way to provide an accurate price quote for the services you may require is to contact Attorney Collum telephone or e-mail at (330) 494-4877 or, so he may provide you an accurate description and cost for the services your company may require. Generally, the cost of the training is determined by a number of factors, but most importantly the total number of hours of training and the amount of days that the training will entail. Having performed this type of training on a number of occasions, Attorney Collum will go through a step-by-step checklist of what is needed to determine the best course of action for your company's training needs.

Individuals Who Attend Sexual Harassment Training and Discrimination Training

There are generally three different types of sexual harassment training and discrimination training available including (1) one-on-one training for an individual employee, which frequently involves high level corporate executives, (2) training for non-management employees, (3) training for supervisors/managers/human resources employees. This training can be ordered separately or in any combination and generally is an hour to ninety minutes for employees and two hours for management or human resources professionals but can be tailored in almost in any an organization deems necessary.

Confidentiality/Privacy Concerns

Frequently, an organization has a high-level corporate manager/executive that the organization may need to provide sexual harassment/discrimination training in a isolated setting. While there generally no attorney/client privilege for these training services because the training does not constitute legal services, it may be a benefit to your organization in certain sensitive situations to provide one-on-one training to a high-level corporate manager/executive at a location that does not create suspicion or conversation amongst a trainee's co-workers. This type of one-on-one training has become to most common type of training performed by Attorney Collum and given the newsworthy events of the year 2017, Attorney Collum will work with your organization to address of its concerns regarding the creation of an immediate sexual harassment/discrimination training program that minimizes any disruption of an organization's day-to-day affairs yet maximizes the trainee's understanding of the important concepts necessary to understand this area of the law.

Size of Training Programs

The size of training programs can be one-on-one and an employee training lecture is generally between five and forty attendees, although larger or smaller groups can be accommodated. For supervisory/management training and human resources training, less than twenty attendees is optimal.

Course Literature and Training Format

A package of handouts will be distributed prior to the training which includes information regarding sexual harassment and discrimination as well as the Powerpoint presentation slides on paper for the attendees to follow and take notes. The company's sexual harassment policy and discrimination policies will also be distributed and cross-referenced during the training in an effort to further the attendee's understanding of such policies. Each training attendee will sign an acknowledgement form and certificate of completion stating that they attended the appropriate number of hours of sexual harassment training and discrimination training as well as received the employer's policies on sexual harassment and discrimination.

Training and Workshop Locations

The training programs may be presented at Attorney Collum's office for one-on-one training, your organization's conference room at your place of business or at an off-site location in a conference room at a local hotel for a small fee. We perform this training nationwide and internationally.

Concepts Covered

The training program for your employees will assist them in understanding they are primarily responsible for preventing sexual harassment and discrimination in the workplace. Many employees do not understand that if they engage in a pattern of behavior which can be construed as sexual harassment or discrimination, not only can the company be harmed, but if they are accused or connected to this type of inappropriate behavior, they may risk their job and reputation. The training also sets forth information and guidance on many other subjects, including, but not limited to, the following:

  • How sexual harassment and discrimination is defined, its different types and forms, what it means and why it is important for them to understand its meaning;

  • Which employee actions may be construed as inappropriate for the workplace and may lead to sexual harassment or employment discrimination allegations;

  • What conduct is appropriate for the workplace;

  • How to identify behavior of co-workers which may be construed as inappropriate and how to address the matter before it escalates;

  • How an employee acts and reacts in a situation which may lead to a sexual harassment or discrimination complaint;

  • How existing state law applies to sexual harassment and discrimination and has shaped the creation of the company's sexual harassment policy and employment discrimination policy;

  • How inappropriate workplace sexual harassment and discrimination affects employees, supervisors and the company in general;

  • Concern of retaliatory behavior after a complaint of sexual harassment or discrimination and how to manage the risk associated with such a complaint;

  • A general understanding of respect to co-workers, supervisors and others which will improve everyone's quality of life during a workday.

Goals of Training for Employees

After completion of the training course each employee attendee should fully understand the following:

  • What types of conduct may constitute workplace sexual harassment and discriminatory action;

  • Understand the ramifications of inappropriate sexual harassment and discrimination on their career, their co-workers and their employer;

  • Understand existing state and federal laws regarding sexual harassment and discrimination and how they may apply to the workplace; and

  • Understand and utilize the company sexual harassment and discrimination policies, if they are the victim of sexual harassment or discrimination or witness others being victimized by such illegal behavior.

For supervisors, they should understand the foregoing, plus:

  • What types of conduct may constitute workplace sexual harassment and discrimination;

  • How they may assist in preventing sexual harassment and discrimination;

  • Personal liability for supervisor employees in a sexual harassment and discrimination case as well as corporate liability; and

  • What steps to take when they witness inappropriate sexual harassment and discrimination.

For human resources employees, they should understand all of the foregoing, plus:

  • How to properly document any complaints of sexual harassment and discrimination, both verbal and written;

  • How to investigate claims of sexual harassment discrimination, including, but not limited to, interviewing those involved in the alleged complaint, including the victim, perpetrator and any witnesses;

  • What steps to take following the investigation into the sexual harassment or discrimination allegations to protect everyone involved, including the company; and

  • What steps to take for all involved to move past the alleged incidents and resume productive employment at the company.

Determining What Is Right For Your Company

The best way to determine what training may be appropriate for your company, the time the training will take, how your state laws may affect the type of training and any other questions you may have is to contact Attorney Collum directly, at (330) 494-4877 or by e-mail at


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