Set the stage. Open the "Harassment, Escalation & Confidentiality" session by introducing this slide — "The Duty to Act — Your Legal Obligation". Briefly explain why this topic matters to the managers in the room and what they'll be able to do differently by the end of the deck. Invite people to keep a notepad handy for questions. Talking points (walk through each in order): 1. Legal Standard. Once a manager knows or should know about potential harassment or discrimination, the company is legally on notice. You MUST act — same day. Facilitator tip: say this in your own words, then ask the group for a real example of "legal standard" from their own team before moving on. 2. The Four-Step Protocol. Intake (listen and receive the report) → Document Objectively (specific behaviors, dates, quotes) → Route to HR Same Day → Prevent Retaliation (zero changes to the subject employee's situation) Facilitator tip: say this in your own words, then ask the group for a real example of "the four-step protocol" from their own team before moving on. 3. No Exceptions. The employee's request for privacy does not override your legal obligation. You can promise discretion in how details are shared — you cannot promise no investigation. Facilitator tip: say this in your own words, then ask the group for a real example of "no exceptions" from their own team before moving on. 4. What "Objectively" Means. Document specific behaviors, exact dates, and direct quotes — not emotional interpretations, not your conclusions about who is right Facilitator tip: say this in your own words, then ask the group for a real example of "what "objectively" means" from their own team before moving on. 5. Why It Matters. Failure to act after receiving a complaint is not just an ethical failure — it is a legal one that exposes you and the organization to serious liability Facilitator tip: say this in your own words, then ask the group for a real example of "why it matters" from their own team before moving on. Engage the room. Ask: "How does this show up in your team today?" — let two or three people respond. Timing & transition. Aim for roughly 6–7 minutes on this slide. When the points have landed, transition forward with a short bridge such as "Now that we've covered the duty to act — your legal obligation, let's look at what comes next."

Speaker Notes · Slide 1

Harassment, Escalation & Confidentiality