Sexual Harassment and Discrimination Prevention for Employees

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Pricing:
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$45 $40



Duration: 45 Minutes      Language: English

Recommended For:

  • Employees in all industries who work in the following states where this course would satisfy training requirements:

    • Delaware

    • Illinois

    • Maine

    • Massachusetts

    • Rhode Island

    • Vermont

    • Washington

Topics Covered:

  • 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 during a harassment investigation.

  • Identify expected responses and consequences after an investigation.

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

  • Describe actions employees can take to help prevent harassment in the workplace.

Course Benefits:

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

  • Certificate of Completion.

  • 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 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.

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