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Supervisor and Manager Sexual Harassment Awareness Training Class |
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Supervisor and Manager Sexual Harassment Awareness Training Seminar
Sexual harassment can have a very negative impact on victims, offenders, and the company in which the offense occurs. There are many forms of prohibited conduct that can create a hostile working environment. Training managers and supervisors about the areas of prohibited conduct is an important part of reducing liability. Company managers have an additional responsibility to both their employees and their company to know their role in preventing and responding to sexual harassment. Each company should have a policy on the issue of sexual harassment, outlining clear guidelines to deal with this issue. Every manager is accountable for knowing the laws, guidelines, policies, and resources for correcting, preventing, and investigating sexual harassment complaints. This two-hour course can help your company demonstrate its commitment to a fair, responsible, and healthy organizational environment, free from harassment and intimidation. California law requires that the learner must spend two hours on this course.
Under California law, managers and supervisors are required to undertake two hours of training on sexual harassment and employers must maintain records indicating such. This course is designed to meet that requirement and therefore takes two hours to complete. To ensure that you spend adequate time in this course, please be sure to complete every section. If you follow along with the audio feature of the course, you will meet the two-hour requirement. Please note that you do not have to complete the entire course at one time; you may return to the place you left off through the Bookmark feature.
If you have any questions about this requirement or about any matters that are addressed in the course, please contact your human resource representative.
This course was developed with subject matter support provided by the Employment Law Group of the law firm of Wilson Sonsini Goodrich & Rosati. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.
To address compliance with California law, this course must be customized to provide learners with a means, while taking the course, to submit questions to and receive answers from a designated human resource professional or other professional with knowledge and expertise in the prevention of harassment, discrimination, and retaliation. This additional feature may not be necessary under other states' requirements.
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Price |
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$74.95
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Agenda |
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Course Overview
Types of Sexual Harassment
- differentiate between examples of quid pro quo and hostile environment sexual harassment
- recognize the legal definition of sexual harassment according to the EEOC
Recognizing Sexual Harassment
- recognize examples of situations where sexual harassment has occurred
- identify the benefits of being able to recognize behavior that constitutes sexual harassment
Legal Sanctions
- recognize types of legal sanctions and costs that can apply to companies that do not take steps to prevent, end, or deal with sexual harassment
What Are an Employer's Responsibilities?
- identify employers' responsibilities with regard to protecting employees from sexual harassment
- identify what employers can do to minimize the risk of being held vicariously liable for acts of sexual harassment committed by their supervisors
Creating a Policy on Sexual Harassment
- identify the benefits of having a company policy dealing with sexual harassment
- identify the section of a company's sexual harassment policy in which a given situation would be addressed
Protection from Retaliation
- identify the form of retaliation that has taken place in a given scenario
Handling an Internal Complaint
- identify some basic guidelines to follow if you receive a complaint of harassment
- identify what actions to take if you (as a supervisor) are accused of sexual harassment
- recognize the advantages of having policy guidelines for handling harassment complaints
Carrying out an Investigation
- match steps for investigating a sexual harassment complaint with guidelines for carrying it out
Handling an External Complaint
- identify the actions a company should take when it receives an external complaint
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Audience |
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Employees in a supervisory capacity within an organization
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