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(AB 1825) Preventing and Managing Sexual Harassment in the Workplace: A Guide for Supervisors in California, Online Training Format

Read About Recertification and Continuing Education Requirements
  • 2.5 HRCI Credits
  • 2.5 SHRM PDCs
  • 2.50 Florida CLE Credits
  • 2.0 Georgia CLE Credits (2.0 Ethics)
SKU: 428
$23.75

*Includes Abusive Conduct (Workplace Bullying) training required as of January 1, 2015

(AB 1825) Preventing and Managing Sexual Harassment in the Workplace: A Guide for Supervisors in CaliforniaSexual harassment and abusive conduct—Bullying—are serious matters.  Unfortunately, many people still do not understand exactly what they are.  They do not always recognize sexual harassment or workplace bullying in its more subtle forms—or know what to do about it when they do see it.  This course, written in accordance with both federal and California law on sexual harassment and abusive conduct, will help you identify, recognize, and address sexual harassment and bullying in the workplace and establish policies to prevent it.

TARGET AUDIENCE
California Managers, Supervisors, Risk Managers, & Human Resources Professionals

PROGRAM LEVEL
Basic

PROGRAM PREREQUISITES
None

ADVANCED PREPARATION
Not Required

DELIVERY METHOD
Self-Study

TIME TO COMPLETE
150 minutes

PURPOSE
To provide supervisory personnel, contractors, and agents of California's private and public employers with mandatory interactive training as required by California's Assembly Bill 1825, including abusive conduct—Workplace Bullying—training required by Assembly Bill 2053, and to provide critical information on how to recognize, prevent, and manage sexual harassment in the workplace in accordance with California (Government Code Sections 12940-12950.1) and federal law.

LEARNING OBJECTIVES
After completing this course, the learner will be able to:

  • define sexual harassment as established by the Equal Employment Opportunity Commission, the federal government agency in charge of the oversight and enforcement of Title VII of the Civil Rights Act of 1964;
  • distinguish facts from myths about sexual and gender harassment;
  • identify the relevant federal and California anti-discrimination laws that prohibit sexual and gender harassment in the workplace;
  • identify the categories of people protected, "protected categories," under federal and California anti-discrimination laws;
  • define sexual and gender harassment as established by the statutes of the State of California and in accordance with the California Department of Fair Employment and Housing (DFEH), the civil rights agency established, in part, to present guidelines and enforcement policy for employment discrimination in California;
  • characterize and distinguish two types of sexual harassment, Quid Pro Quo and Hostile Work Environment;
  • identify questionable behaviors to watch for among employees;
  • summarize the individual responsibilities of employers, supervisors, and employees under federal and California law to prevent sexual harassment in the workplace;
  • identify the steps companies should take to respond to incidents of sexual harassment in a legally compliant manner;
  • identify the characteristics of an effective policy to prevent sexual harassment in the workplace; and
  • understand, identify and prevent Abusive Conduct—Bullying—in the workplace.

TOPICS COVERED
1. What is Sexual Harassment?

  • Legal Definition
  • Myths and Facts about Sexual Harassment
  • Federal and California Laws on Sexual Harassment
  • Types of Sexual Harassment
  • Consequences of Sexual Harassment

 2. Recognizing Sexual Harassment in the Workplace

  • Inappropriate Behaviors
  • Consequences

 3. Addressing and Preventing Sexual Harassment in the Workplace

  • Supervisor’s Responsibilities
  • Employee’s Responsibilities
  • Characteristics of an Effective Sexual Harassment Policy
  • Managing Complaints

4. Case Study

5. Abusive Conduct (Workplace Bullying)

  • Assembly Bill 2053
  • Understanding Abusive Conduct (Bullying)
  • Examples
  • Dynamics
  • Liability
  • Prevention

FORMS INCLUDED

    • Discrimination Policy, Including Sexual Harassment
    • Initial Incident Report
    • Notification of FEHA’s Prohibitions against Discrimination and Harassment

HRCI logo ACCREDITATION
HR CERTIFICATION INSTITUTE

This program has been approved for 2.5 recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.  For more information about certification or recertification, visit the HR Certification Institute homepage at www.hrci.org.

(The use of this seal is not an endorsement by the HR Certification Institute of the quality of this program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.)

SHRM logo SOCIETY FOR HUMAN RESOURCE MANAGEMENT
The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 2.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.

If you're not completely satisfied with the quality of our courses, we will refund your money - guaranteed. Click here for detailsTHE FLORIDA BAR

The Florida Bar's Board of Legal Specialization and Education has accredited this course for 2.50 General Continuing Legal Education (CLE) credits. For more information about credit hours, visit the Florida Bar homepage at www.flabar.org.


THE STATE BAR OF GEORGIA

The State Bar of Georgia has accredited this course for 2.0 hours of Regular CLE credits, including 2.0 Ethics credits. For more information about CLE credits, visit The State Bar of Georgia homepage at www.gabar.org.



Preventing and Managing Sexual Harassment in the Workplace: A Guide for Supervisors in California

Table of Contents

  • Chapter 1: Instructions
    • THE HUMAN EQUATION, INC. - TERMS OF USE
      • Page 1, 2
  • Course Objectives
  • Chapter 2: Introduction
    • Page 3, 4, 5, 6, 7, 8
  • Chapter 3: What is Sexual Harassment?
    • Page 9, 10
    • Myths about Sexual Harassment
      • Page 11, 12, 13
    • Facts about Sexual Harassment
      • Page 14, 15, 16, 17
    • Applicable Laws
      • Page 18
    • Public Policy
      • Page 19, 20, 21, 22
    • Gender Protection
      • Page 23, 24
    • Retaliation
      • Page 25
    • Consequences of Sexual Harassment
      • Page 26, 27, 28, 29, 30, 31
    • Agency Guidelines
      • Page 32
    • DFEH
      • Page 33
    • EEOC
      • Page 34, 35, 36, 37
    • Two Types of Sexual Harassment
      • Page 38
    • Quid Pro Quo
      • Page 39, 40
    • Hostile Work Environment
      • Page 41, 42
    • Words and Behaviors
      • Page 43, 44, 45, 46, 47, 48, 49, 50
    • Perceptions Vary
      • Page 51, 52, 53
    • Words and Behaviors
      • Page 54
    • Non-Verbal Conduct
      • Page 55
    • Verbal Conduct
      • Page 56
    • Indirect Verbal Conduct: Text Messaging
      • Page 57, 58, 59
    • Text Messaging and Sexual Harassment Law
      • Page 60
    • Text Messaging and Workplace Sexual Harassment Law
      • Page 61
    • Text Messaging and Workplace Sexual Harassment Law
      • Page 62, 63, 64
    • Physical Conduct
      • Page 65, 66, 67, 68
    • Determination of a Hostile Work Environment
      • Page 69, 70, 71, 72, 73
    • Supervisor Liability and Responsibilities: California Law
      • Page 74, 75
    • Supervisor Liability and Responsibilities: Federal Law
      • Page 76
    • Who is a Supervisor?
      • Page 77
    • Who is a Supervisor under FEHA?
      • Page 78
    • Who is a Supervisor under Title VII?
      • Page 79, 80, 81, 82, 83
    • Non-Supervisory Employee Liability and Responsibilities
      • Page 84, 85, 86, 87, 88, 89, 90, 91, 92
  • Chapter 4: Recognizing Sexual Harassment
    • Page 93
    • Questionable Behavior
      • Page 94, 95
    • Questionable Behaviors
      • Page 96, 97, 98, 99, 100, 101, 102
  • Chapter 5: Prevention and Correction
    • Page 103
    • Supervisor Responsibility
      • Page 104
    • Observed Questionable or Offensive Behavior
      • Page 105, 106
    • Reported Questionable or Offensive Behavior
      • Page 107
    • Respond Immediately
      • Page 108, 109, 110
    • What Not To Do
      • Page 111
    • What Would You Do?
      • Page 112, 113
    • Employee Responsibility
      • Page 114
    • Employee Responsibility
      • Page 115, 116
    • Employee Responsibility
      • Page 117
    • Characteristics of an Effective Sexual Harassment Policy
      • Page 118, 119, 120, 121, 122, 123, 124, 125
    • Managing the Complaint
      • Page 126, 127
    • Managing the Complaint
      • Page 128, 129
    • False Accusations
      • Page 130
    • He Said, She Said
      • Page 131
    • Confidentiality
      • Page 132, 133
    • Dating Relationships
      • Page 134, 135, 136, 137, 138, 139
  • Chapter 6: Case Study
    • Page 140, 141, 142, 143, 144, 145, 146, 147, 148, 149, 150, 151, 152, 153
  • Chapter 7: Workplace Bullying
    • Workplace Bullying
      • Page 154, 155, 156
    • Abusive Conduct
      • Page 157, 158, 159
    • Who Are the Bullies?
      • Page 160
    • Examples of Workplace Bullying
      • Page 161, 162
    • How Bullying Affects Employees
      • Page 163, 164
    • How Bullying Affects Employers
      • Page 165
    • Coworkers’ Reaction to Workplace Bullying
      • Page 166
    • Employers’ Reaction to Workplace Bullying
      • Page 167, 168
    • Employers’ Liability for Workplace Bullying
      • Page 169, 170
    • Workplace Bullying & Gender
      • Page 171
    • Workplace Bullying & Race
      • Page 172
    • Employers’ Liability for Workplace Bullying
      • Page 173
    • Workplace Bullying Prevention
      • Page 174, 175
  • Chapter 8: Conclusion
    • Page 176, 177
  • Chapter 9: Time to Review
    • Page 178
    • Course Index
      • Page 179
  • Exam (multiple choice)






Student Benefits

Students and employees who take the Preventing and Managing Sexual Harassment in the Workplace: A Guide for Supervisors in California course will enjoy:

 Course FeaturesIncludedComments
 
HRCI Recertification Credits
 
2.50 HRCI Recertification Credit(s).
 
SHRM PDC Credits
 
2.50 SHRM PDC Credit(s).
 
CAM Credits
 
0.00 CAM Credit(s).
 
Florida Bar CLE Recertification Credits
 
2.50 Florida Bar CLE Recertification Credit(s).
 
Florida Bar CLE Ethics Recertification Credits
 
0.00 Florida Bar CLE Ethics Recertification Credit(s).
 
State Bar of Georgia CLE Recertification Credits
 
2.00 State Bar of Georgia CLE Recertification Credit(s).
 
State Bar of Georgia CLE Ethics Recertification credits
 
2.00 State Bar of Georgia CLE Ethics Recertification credit(s).
 
FL CE 2-20 Credits
 
0.00 FL CE 2-20 Credit(s).
 
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The Human Equation's courses may be accessed and reviewed as many times as you wish even after completion.
 
90 Days Money Back Guarantee
 
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M-F from 8:00am to 4:30pm.
 
Table of Contents
 
Allows you to jump directly to slides and chapters that you have already viewed.
 
Pictures/Illustrations
 
85 pictures/illustrations.
 
Interactive Learning Activities
 
18 interactive learning activities.
 
Audio Narration
 
117 audio narrations.
 
Supporting Documents
 
8 supporting documents.
 
Case laws
 
14 case laws.
 
Definitions
 
9 definitions.
 
Questions and Answers
 
4 questions and answers.
 
Video Clips
 
0 video clips.
 
Practice Quiz
 
0 practice true or false questions and 0 practice multiple choice questions.
 
Scored Exam
 
2 exam true or false questions and 8 exam multiple choice questions.
 
Printable Certificate
 
The certificate contains your name, completion date, and the certification organization's ID which you will need to claim your credit(s).
 
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Simply close the course when you are done and it will reopen on the last visited page on your next session.
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Managers and supervisors who purchase The Human Equation's courses to train their employees will enjoy:

 Learning Management System FeaturesIncludedComments
 
Convenient User Creation and Management
 
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