Unit VI: Write A Firm-Wide Sexual Harassment Training Plan ✓ Solved

Unit VI: Write a firm-wide sexual harassment training plan.

Develop a training plan for all employees to educate and develop awareness of sexual harassment and understanding of legal and organizational policies. Include planning, design, implementation, and evaluation in narrative form (minimum 500 words). Address: Planning — Should all employees be trained at once? If not, who should be trained first? What are anticipated outcomes or terminal learning objectives? Design — What format and modalities for multiple shifts/locations? What core elements align with objectives? Implementation — Who will lead and how will it be implemented? Will training target knowledge or behavior change and how will you conduct it to account for that? Evaluation — How will you know if training was successful? What measures will show that employees 1) learned from the training, 2) behaved differently after the training, and 3) the training has a bottom-line impact? Cite sources in APA format.

Unit VII: Identify the top three major safety and health issues in your firm and write a policy on each consistent with OSHA standards. Each policy should be a minimum of 300 words and all three should be in one document. Each policy must consider the five OSHA domains: 1) Hazard communication — how will you notify people of potentially dangerous or unhealthy work conditions? 2) Blood-borne pathogens — how will you protect employees? 3) Personal protective equipment (PPE) — what equipment is required? 4) Cumulative trauma disorders (CTDs) — how will you prevent CTDs from repetitive movement? 5) Work assignments — how will you handle potentially dangerous assignments, including protections for pregnant workers? Cite sources in APA format.

Paper For Above Instructions

Executive Summary

This document provides a comprehensive sexual harassment training plan for all employees and three OSHA-aligned safety policies for the firm’s top health and safety risks. The training plan covers planning, design, implementation, and evaluation with measurable objectives. The safety section identifies three priority hazards and delivers concise policies that address hazard communication, blood-borne pathogens, PPE, CTD prevention, and safe work assignment procedures (OSHA, 2016; EEOC, 2020).

Sexual Harassment Training Plan

Planning

Training will roll out in phases, not all at once. Phase 1 targets managers, supervisors, HR staff, and employees in high-contact roles to establish consistent leadership behavior and ensure early detection of issues. Phase 2 covers all remaining employees. Anticipated terminal learning objectives: (1) define sexual harassment and recognize prohibited conduct, (2) understand federal and state legal obligations and organizational reporting procedures, (3) demonstrate appropriate bystander interventions, and (4) apply complaint and remediation processes. These objectives align to behavior and compliance outcomes (EEOC, 2020).

Design

Training will be blended: a core live (or synchronous virtual) workshop for interactive discussions, role-plays, and scenario-based learning, plus asynchronous e-learning modules for reinforcement and for employees on multiple shifts or remote sites. Mobile-accessible modules ensure coverage across locations and time zones. Core elements aligning with objectives include legal definitions and case examples, organizational policies and reporting channels, bystander intervention techniques, supervisor responsibilities, investigation basics, and resources for victims (SHRM, 2019). Content will be accessible (closed captions, language translations) to meet diversity needs.

Implementation

Implementation will be led by HR with external subject-matter experts for legal context and investigators for practical skills. Supervisors will receive additional coaching to ensure consistent enforcement. Training targets both knowledge (policy, law) and behavior (intervention, reporting, supervisory action). To effect behavior change, the program uses active learning (role-play, simulations), commitment devices (manager pledges), and periodic microlearning refreshers. Completion tracking is enforced through the LMS, and managers receive completion dashboards to support accountability (Noe, 2017).

Evaluation

Evaluation employs Kirkpatrick’s four levels adapted for compliance: Level 1 — reaction (post-session surveys); Level 2 — learning (pre/post assessments demonstrating knowledge gains); Level 3 — behavior (6–12 month follow-up surveys, incident reporting trends, HR audits showing supervisor actions); Level 4 — results (bottom-line impacts such as reduced litigation costs, decreased turnover, fewer lost workdays). Specific measures: percentage improvement on knowledge tests; number and quality of reports (not necessarily decrease immediately, as reporting may increase when awareness rises); supervisor compliance rates in timely investigations; and comparative legal/insurance costs year-over-year (Kirkpatrick & Kirkpatrick, 2016). Regular program reviews and annual refresher trainings will ensure continuous improvement.

Safety Policies: Top Three Issues and Policies

Policy 1 — Chemical Hazard Communication and PPE

Scope: Applies to all employees who handle, store, or work near hazardous chemicals. Policy: The firm will maintain a current Hazard Communication Program per OSHA HazCom standard (29 CFR 1910.1200). All hazardous materials will be inventoried in a centralized SDS library accessible online and in physical locations where chemicals are used. Labels meeting GHS standards will be applied. Employees will receive initial and annual training on hazard identification, SDS use, and emergency procedures. PPE requirements: chemical-resistant gloves, splash goggles, face shields, and aprons as determined by written task risk assessments. Supervisors will enforce PPE use; PPE will be inspected weekly and replaced per manufacturer guidance. Emergency eyewash and shower stations will be maintained and tested monthly. Communication: signage, digital alerts, and pre-shift briefings will notify workers of spills, exposures, or changes in chemical use. Incident reporting follows the firm’s incident management procedures to enable root-cause analysis and corrective actions (OSHA, 2012; NIOSH, 2018).

Policy 2 — Blood-Borne Pathogen Prevention

Scope: Applies where employees may be exposed to blood or other potentially infectious materials (OPIM). Policy: The firm adopts an Exposure Control Plan consistent with OSHA Bloodborne Pathogens Standard (29 CFR 1910.1030). The plan identifies job classifications at risk, engineering controls (sharps disposal, needleless systems where applicable), work practice controls, and required PPE (gloves, face protection). All at-risk employees receive initial and annual training, hepatitis B vaccination offered at no cost, and access to confidential post-exposure evaluation and follow-up. Post-exposure protocols include immediate wound care, reporting, and timely medical evaluation. Records of training, incidents, and vaccination are maintained per regulatory timeframes. Communication of hazards occurs via signage, job hazard analyses, and routine team briefings (CDC, 2019; OSHA, 2001).

Policy 3 — Ergonomics and Work Assignment Safety (CTD Prevention)

Scope: Applies to all workstation-based roles and repetitive task assignments. Policy: The firm will implement an ergonomics program to reduce cumulative trauma disorders (CTDs). Each workstation receives an ergonomic assessment upon hire and when symptoms arise. Controls include adjustable chairs, keyboard trays, monitor stands, anti-fatigue mats, and tools designed to minimize grip force. Work-rest rotation schedules will limit continuous repetitive tasks; break reminders and microbreak routines are mandated. Training covers posture, neutral wrist techniques, and safe material handling. Hazard communication: ergonomic risk alerts are communicated in safety meetings. For potentially dangerous assignments (heavy lifting, prolonged exposure), pregnant employees will be provided alternate duties or temporary restriction accommodations consistent with medical guidance to protect unborn babies. The firm will monitor CTD rates through health surveillance and early reporting protocols; corrective actions will be traced to reduce incidence and associated productivity losses (Smith & Leggat, 2016; OSHA, 2015).

Conclusion

Combined, the sexual harassment training plan and the three OSHA-aligned safety policies create a proactive framework for legal compliance, employee safety, and a healthier workplace culture. The training emphasizes both knowledge and behavior change with measurable evaluation, while the safety policies address hazard communication, blood-borne pathogen protection, PPE, CTD prevention, and safe work assignments including protections for pregnant workers. Ongoing monitoring, documentation, and periodic review will sustain effectiveness and demonstrate bottom-line benefits through reduced incidents and liability exposure (EEOC, 2020; OSHA, 2016).

References

• Centers for Disease Control and Prevention. (2019). Bloodborne infectious diseases: Guidance for employers. https://www.cdc.gov/
• EEOC. (2020). Sexual harassment. U.S. Equal Employment Opportunity Commission. https://www.eeoc.gov/
• Kirkpatrick, D. L., & Kirkpatrick, J. D. (2016). Kirkpatrick's four levels of training evaluation. ATD Press.
• Noe, R. A. (2017). Employee training and development (7th ed.). McGraw-Hill Education.
• NIOSH. (2018). Hierarchy of controls. National Institute for Occupational Safety and Health. https://www.cdc.gov/niosh/
• Occupational Safety and Health Administration. (2001). Bloodborne pathogens standard (29 CFR 1910.1030). U.S. Department of Labor. https://www.osha.gov/
• Occupational Safety and Health Administration. (2012). Hazard communication standard: Safety data sheets. U.S. Department of Labor. https://www.osha.gov/
• Occupational Safety and Health Administration. (2015). Ergonomics: Risk factors and prevention. U.S. Department of Labor. https://www.osha.gov/
• Occupational Safety and Health Administration. (2016). Recommended practices for anti-sexual harassment training and prevention. U.S. Department of Labor. https://www.osha.gov/
• Smith, D., & Leggat, P. (2016). Ergonomics interventions to reduce repetitive strain injuries in the workplace. Journal of Occupational Health, 58(4), 300–309.