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APPENDIX EXAMPLE INCIDENT FORM FOR REPORTING WORKPLACE SEXUAL HARASSMENT OF FARMWORKERS INSTRUCTIONS: Information shared with the organizations included in this will remain strictly confidential to
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01
Identify key stakeholders in the organization who will be involved in the rebooting of workplace harassment prevention.
02
Review and update existing policies and procedures related to workplace harassment prevention.
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Conduct training sessions for employees on what constitutes harassment and how to report it.
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Develop a communication plan to ensure all employees are aware of the rebooting process and its importance.
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Regularly evaluate the effectiveness of the rebooting efforts and make adjustments as needed.

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All organizations, regardless of size or industry, can benefit from rebooting workplace harassment prevention to create a safe and inclusive work environment.
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HR departments, managers, and employees at all levels can play a role in the prevention and response to workplace harassment.
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Rebooting workplace harassment prevention is the process of reviewing and updating policies and procedures to address and prevent harassment in the workplace.
Employers are required to file rebooting workplace harassment prevention.
Rebooting workplace harassment prevention can be filled out by reviewing current policies, updating as needed, training employees, and implementing a reporting system.
The purpose of rebooting workplace harassment prevention is to create a safe and inclusive work environment free from harassment.
Information such as updated policies, training records, incidents of harassment reported and actions taken must be reported on rebooting workplace harassment prevention.
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