Help clinical and support staff in healthcare recognize harassment by coworkers or patients, report it promptly and know retaliation is prohibited.
Healthcare workers face sexual harassment not only from coworkers but also from patients, visitors and contractors. Left unchecked, it damages morale, pushes people out of the profession and exposes organizations to legal risk. This course is designed for clinical and non-clinical staff in hospitals, clinics and care facilities. The training explains the two main forms of sexual harassment. Quid pro quo links job benefits to sexual favors, and a single instance is illegal. Hostile environment harassment involves sexual conduct that makes the workplace offensive, and one severe act can qualify. The course also addresses third-party harassment by patients and others outside the organization, reporting expectations, confidentiality and protection from retaliation for good-faith reports. It closes with everyday steps for keeping interactions respectful and professional. The video runs about 7 minutes and is available in English and Spanish. It supports harassment prevention under Title VII, though states such as California and New York set their own training content and length rules.
Sexual harassment prevention training in healthcare is for nurses, physicians, aides, technicians, therapists and support staff in hospitals, clinics and other care settings. Healthcare workers face harassment from patients and visitors as well as from coworkers. The 7-minute video is available in English and Spanish for mixed-language care teams.
Title VII of the Civil Rights Act of 1964 prohibits sexual harassment in healthcare workplaces, as in other industries. The Equal Employment Opportunity Commission enforces Title VII. Some states, such as California and New York, also require healthcare employers to provide harassment prevention training. State human rights laws may cover smaller employers too.
A nurse who is sexually harassed by a patient should report it to a supervisor or the designated contact right away. Harassment by patients, visitors and contractors is third-party harassment and deserves the same response as harassment by a coworker. The employer then needs to take reasonable steps to protect the nurse.
Sexual harassment is very common in healthcare. Figures cited in the course put the share at roughly 80% of nurses and 30% of doctors. The harassment comes from both patients and coworkers. Rates that high damage staff morale, can end careers and can hurt an organization's overall performance.
A single incident can be sexual harassment in a hospital or clinic. One quid pro quo demand that ties a shift, schedule or promotion to sexual favors is illegal. One severe act of hostile environment harassment, such as unwanted physical contact, can also be illegal right away and should be reported promptly.
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