Sexual Harassment and Discrimination Prevention for Managers

In management, you have to have a plan for addressing sexual harassment in the workplace, and you should provide training on at least an annual basis, because sexual harassment is, first, a crime, but it is also an expensive one that threatens the viability of your operation. This lesson satisfies training requirements in the following states:

• Illinois

• Delaware

• Maine

• Massachusetts

• Rhode Island, Vermont

• Washington

What does this course cover?

• Recognize what constitutes sexual harassment, its negative impacts, and the importance of having a sexual harassment policy.

• Identify examples of physical, verbal, and displayed harassment, quid pro quo sexual harassment, electronic harassment and abusive conduct.

• Identify who is liable in harassment situations.

• Recognize the actions an employee, a bystander and a supervisor should take when harassment is observed and/or reported.

• Recognize proper conduct, protections, and procedures related to working on a harassment investigation.

• Identify expected responses and consequences after an investigation.

• Recognize examples of retaliation due to complaints of harassment and discrimination.

• Describe steps employees and management can take to prevent sexual harassment in the workplace.

What are the course takeaways?

• Knowledge of sexual harassment, its impacts, policies, appropriate responses, procedures and consequences for Managers.

• Certificate of Completion (immediately available for download and/or print).

• Examination record available for employer.

Regulations – 

• Title VII of the Civil Rights Act of 1964

• Equal Employment Opportunity Commission (EEOC)

• Age Discrimination in Employment Act of 1967 (ADEA)

• Title I of the Americans with Disabilities Act of 1990 (ADA) and the Americans with Disabilities Act Amendments Act of 2008 (ADAAA)

• Civil Rights Act of 1991

• Equal Pay Act of 1963 (EPA)

• Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA)

• EEOC Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors, 4/2010

• Steptoe & Johnson LLP, Confidentiality Policies that Survive EEOC and NLRB Scrutiny, 2/2019

• Nolo, Conducting Investigation Interviews, 2019