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:
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Illinois
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Delaware
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Maine
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Massachusetts
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Rhode Island, Vermont
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Washington
What does this course cover?
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Recognize what constitutes sexual harassment, its negative impacts, and the importance of having a sexual harassment policy.
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Identify examples of physical, verbal, and displayed harassment, quid pro quo sexual harassment, electronic harassment and abusive conduct.
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Identify who is liable in harassment situations.
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Recognize the actions an employee, a bystander and a supervisor should take when harassment is observed and/or reported.
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Recognize proper conduct, protections, and procedures related to working on a harassment investigation.
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Identify expected responses and consequences after an investigation.
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Recognize examples of retaliation due to complaints of harassment and discrimination.
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Describe steps employees and management can take to prevent sexual harassment in the workplace.
What are the course takeaways?
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Knowledge of sexual harassment, its impacts, policies, appropriate responses, procedures and consequences for Managers.
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Certificate of Completion (immediately available for download and/or print).
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Examination record available for employer.
Regulations –
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Title VII of the Civil Rights Act of 1964
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Equal Employment Opportunity Commission (EEOC)
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Age Discrimination in Employment Act of 1967 (ADEA)
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Title I of the Americans with Disabilities Act of 1990 (ADA) and the Americans with Disabilities Act Amendments Act of 2008 (ADAAA)
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Civil Rights Act of 1991
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Equal Pay Act of 1963 (EPA)
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Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA)
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EEOC Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors, 4/2010
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Steptoe & Johnson LLP, Confidentiality Policies that Survive EEOC and NLRB Scrutiny, 2/2019
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Nolo, Conducting Investigation Interviews, 2019