Our discriminatory harassment prevention training programs What Supervisors Need To Know About Discriminatory Harassment and What Everyone Needs To Know About Discriminatory Harassment are designed using realistic workplace scenarios to engage the user, train them about discriminatory harassment and reinforce your organization’s policies. In addition to the scenarios contained in those courses, we offer additional “optional” scenarios that can be used to help create refresher training, customize the training to different workplace environments or focus on specific issues.
Please click on the scenarios for additional information. You may also click on the tabs to change the listing of available scenarios depending on environment or training group.
Click here to read the Standard Scenario Summaries List.
Employee Versions
Schools/Title IX
Restaurants/Food Service
Technical/Industrial
Healthcare/Hospital
Office
Ben complains that his supervisor, Cecile, offered to get him a better raise if he would go to her hotel room.
This scenario explores whether men can be victims of quid pro quo harassment, and whether women can engage in harassing behavior.
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The company begins an investigation, including a review of e-mails and text messages, after it receives a complaint of disability discrimination.
This scenario reinforces that all workplace communications must be in compliance with anti-harassment policies.
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Joelle complains that she was selected to be transferred because of her race and gender.
This scenario reinforces that supervisors must follow your policies with respect to complaints of potential discrimination or harassment and must limit disclosure of complaint-related information.
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Beth’s co-workers react after she complains about a suggestive calendar posted in the workplace.
This scenario discusses both the elements that could contribute towards creating an unlawfully hostile environment and the issue of unlawful retaliation.
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Richard complains about age discrimination after hearing co-workers’ comments and being denied training opportunities.
This scenario explores a potentially unlawful hostile environment created by age-biased comments and conduct. Read More »
An investigation of a claim that Sam violated the anti-harassment policy focuses on Sam's documentation of employee performance.
This scenario illustrates how important it is for supervisors to correctly document employee performance and base employment decisions on legitimate, business-related criteria. Read More »
Sharon is subjected to retaliation by her co-workers and denied a promotion after she complains about anti-Semitic conduct in her workplace.
This scenario reinforces the importance of preventing unlawful retaliation by co-workers and supervisors.
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Bill's explicit jokes at the holiday party don't make everyone laugh.
This scenario reinforces that, for purposes of unlawful harassment, a workplace environment can extend to outside, work related functions. Read More
After being discharged for insubordination, Frank reveals that a hearing loss may be responsible for his workplace conduct.
This scenario stresses the importance of proper documentation of performance issues. Read More
Cindy mistakenly sends an instant message containing a joke about older employees to the wrong person.
This scenario stresses the importance of using care in workplace communications, including electronic communications. Read More »
Co-workers harass Fred after he begins the process of gender reassignment.
This scenario discusses gender identity discrimination. Read More »
Melissa complains that a regular customer has been acting inappropriately and making her uncomfortable.
This scenario discusses whether non-employees can create an unlawful, hostile environment. Read More »
Jon and Rob’s instant messages contribute to potential sexual harassment.
This scenario reinforces that electronic communications must be treated with the same care as all other workplace communication. Read More »
Did Jim cross the line when interviewing Kate?
This scenario explains that anti-harassment protection extends to applicants and discusses the differences between appropriate and inappropriate workplace behavior. Read More »
A group of employees complain that their supervisor has made biased statements and included them in a layoff because of their race.
This scenario discusses biased statements in the workplace and the importance of proper documentation of performance issues. Read More »
Judy is made uncomfortable by age-biased statements made by a non-employee in the workplace.
This scenario discusses the role non-employees can play in creating an unlawful, hostile environment. Read More »
Kara complained that a co-worker’s “jokes” were discriminatory and demeaning towards women.
This scenario addresses the effect potentially discriminatory “jokes” can have on creating an unlawful hostile environment. Read More
Anna’s supervisor promises she will receive a bonus if she dates him.
This scenario explores the prohibitions against sexual harassment and discusses the meaning of “unwelcome” conduct. Read More
Several female employees complain that their supervisor, a key employee in the organization, sexually harassed them.
This scenario emphasizes that harassment prevention policies apply to staff at all levels, that harassment complaints must be taken seriously and that retaliation for complaining about potential harassment is prohibited. Read More
Did Jim cross the line when interviewing Kate?
This scenario explains that anti-harassment protection extends to applicants and discusses the differences between appropriate and inappropriate workplace behavior. Read More
After being discharged for insubordination, Frank reveals that a hearing loss may be responsible for his workplace conduct.
This scenario stresses the importance of proper documentation of performance issues. Read More
A group of employees complain that their supervisor has made biased statements and included them in a layoff because of their race.
This scenario discusses biased statements in the workplace and the importance of proper documentation of performance issues. Read More
A group of employees complain that their supervisor has made biased statements and included them in a layoff because of their race.
This scenario discusses biased statements in the workplace and the importance of proper documentation of performance issues. Read More
After being discharged for insubordination, Frank reveals that a hearing loss may be responsible for his workplace conduct.
This scenario stresses the importance of proper documentation of performance issues. Read More
Jamie feels he is being discriminated against because of his religion, but his supervisor claims he is trying to anticipate customer preferences.
This scenario discusses whether customer preferences can provide a legitimate reason for potential discrimination. Read More
Judy is made uncomfortable by age-biased statements made by a non-employee in the workplace.
This scenario discusses the role non-employees can play in creating an unlawful, hostile environment. Read More »
Was George a harasser or just friendly?
This scenario explores the differences between appropriate, inappropriate and unlawful conduct. Read More
Melissa complains that a regular customer has been acting inappropriately and making her uncomfortable.
This scenario discusses whether non-employees can create an unlawful, hostile environment. Read More
Kara complained that a professor’s assigned reading list was discriminatory and demeaning towards women.
In an academic setting, this scenario discusses hostile environment discrimination. Read More
Anna’s teaching assistant promises she will pass the class if she dates him.
In an academic setting, this scenario describes the prohibitions against sexual harassment, including discussing the meaning of “unwelcome” conduct. Read More
Several female students complain that a prominent professor sexually harassed them.
In an academic setting, this scenario emphasizes that harassment prevention policies apply to faculty and staff at all levels, that harassment complaints must be taken seriously and that retaliation for complaining about potential harassment is prohibited. Read More
Ben complains that his supervisor, Cecile, offered to get him a better raise if he would go to her hotel room.
This scenario explores whether men can be victims of quid pro quo harassment, and whether women can engage in harassing behavior.
Read More »
The company begins an investigation, including a review of e-mails and text messages, after it receives a complaint of disability discrimination.
This scenario reinforces that all workplace communications must be in compliance with anti-harassment policies.
Read More »
A group of employees complain that their supervisor has made biased statements and included them in a layoff because of their race.
This scenario discusses biased statements in the workplace and the importance of proper documentation of performance issues. Read More »
Co-workers harass Fred after he begins the process of gender reassignment.
This scenario discusses gender identity discrimination. Read More »
Melissa complains that a regular customer has been acting inappropriately and making her uncomfortable.
This scenario discusses whether non-employees can create an unlawful, hostile environment. Read More »
A group of employees complain that their supervisor has made biased statements and included them in a layoff because of their race.
This scenario discusses biased statements in the workplace and the importance of proper documentation of performance issues. Read More
Judy is made uncomfortable by age-biased statements made by a non-employee in the workplace.
This scenario discusses the role non-employees can play in creating an unlawful, hostile environment. Read More »
Beth’s co-workers react after she complains about a suggestive calendar posted in the workplace.
This scenario discusses both the elements that could contribute towards creating an unlawfully hostile environment and the issue of unlawful retaliation.
Read More »
Richard complains about age discrimination after hearing co-workers’ comments and being denied training opportunities.
This scenario explores a potentially unlawful hostile environment created by age-biased comments and conduct. Read More »
Sharon is subjected to retaliation by her co-workers and denied a promotion after she complains about anti-Semitic conduct in her workplace.
This scenario reinforces the importance of preventing unlawful retaliation by co-workers and supervisors.
Read More »
Click here to read the Standard Scenario Summaries List.
