Welcome to Sexual Harassment Prevention for Managers from LearnSmart.
Sexual harassment is a constant presence in America's workplaces. To prevent harassment, we need to understand it. For many people, “sexual harassment" is an emotionally-charged topic loaded with confusion and uncertainty.
This course is designed to provide a comprehensive explanation of what sexual harassment is, how it can occur in the workplace, current legal positions, and how management can maintain a harassment-free workplace.
Some of the topics that will be covered in this course include: behaviors that constitute sexual harassment, the different types of harassment including abusive conduct, what constitutes a hostile work environment, and how to handle complaints.
This course is designed to meet California State Compliant Standards (AB1825 & AB2053). Whether you live or work in California, or have Business relationships with companies in California this course includes specific references to California laws regarding Sexual Harassment training
Section 1: In the pre-assessment quiz you'll face questions that test your current workplace knowledge, get to know your strengths and weaknesses.
Sections 2-4: Introduce yourself to what Workplace Harassment is and start to learn some key indicators of Sexual Harassment. Be able to define Sexual Harassment
Section 5: Focus the legal issues implications that Sexual Harassment brings and how to properly react to it.
Section 6: Be able to recognize the different types of harassing behaviors and understand the motivations behind these behaviors
Sections 7: Prepare yourself with learning what happens after a sexual harassment accusation occurs. Know the best way to handle is and the types of retaliation.
Sections 8: Understand how and why discrimination is a huge factor in harassment and see learn by going through case examples.
Sections 9: Learn what you can do as a manager to help prevent and discourage harassment. Be able to set a good example and take action as a responsible manager so that your employees can follow your lead.
Sections 10: Delve into the negative effects along with other other costs of sexual harassment. Undrestand the present and future impact that harassment can bring.
Sections 11: Review the prevention and investigation policies and complaint procedures to ensure that you take the right steps as a manager.
Section 12: Final Exam
The content in this course comes from California State Compliant Standards (AB1825 & AB2053).
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Quizzes in your LearnSmart Online Training help you determine your level of command of the material covered in this training course.
This Pre-Assessment quiz is designed so that you will be able to see the progression you have as you complete the course. Whether you have pre-existing knowledge or not, the answers given do not effect any scores or required for certification, but helps get you ready and in the mind-set of what this course will be covering.
To prevent harassment, we need to understand it. For many people, "sexual harassment" is an emotionally charged topic, loaded with confusion and uncertainty. But with a little insight, sexual harassment can be more readily understood.
This lecture will introduce you to the dangers of sexual harassment in the workplace, and the steps you can take as a Manager to prevent it.Topics Covered Include:
Harassment is defined as a “course of conduct directed at a specific person, that causes substantial emotional distress in such a person, and serves no legitimate purpose.” Sexual harassment is specifically harassment of a sexual nature.
This lecture will discuss the meaning of sexual harassment within the workplace, and well as the threat it poses to an organization.Topics Covered Include:
We each have the responsibility to treat others with respect and an obligation to maintain a workplace that's respectful for all. If you stay aware of your responsibility, and conduct yourself in a professional manner, you will have taken an important step toward eliminating sexual harassment.
This lecture will discuss the importance of respect within the workplace, and how it will assist in preventing sexual harassment,Topics Covered Include:
On-the-job sexual harassment is not a recent problem, although legal liability for it is.Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin. However, the American court system did not decide the first sexual harassment case under Title VII until 1976.
This lecture will discuss the commonality of sexual harassment within the workplace and the legal liability attached to it.Topics Covered Include:
Because of its prevalence, sexual harassment has become a dominant concern of employers, schools, and other organizations. It is one of the most litigated areas of the law. Virtually all major companies, government organizations, colleges and universities, and even the military, now have sexual harassment policies in place.
This lecture will discuss the legal implications of sexual harassment, and the different types of prevention policies that can be put in place.Topics Covered Include:
Effects of sexual harassment can vary depending on the individual, and the severity and duration of the harassment. Often, sexual harassment incidents fall into the category of the "merely annoying." However, many situations can, and do, have life-altering effects.
This lecture will discuss the consequences of sexual harassment on the victim, as well as changes in behavior that may point to sexual harassment.Topics Covered Include:
This lecture will ask some sample questions.
In addition to federal laws prohibiting discrimination and harassment, some states have similar — and occasionally stricter — laws. It is important to note that federal law always supersedes state law, unless a state law offers more protection to employees.
This lecture will discuss the variations in federal law and state law, as well as the differences between certain states and what they offer.Topics Covered Include:
All employers are prohibited from harassing employees in the workplace. DFEH defines sexual harassment as harassment based on sex that includes sexual harassment, gender harassment, and harassment based on pregnancy, childbirth, or related medical conditions.
This lecture will discuss the California State Laws on Sexual Harassment.Topics Covered Include:
In Connecticut, Section 46A54204, of the General Statutes, details the posting and training requirements for employers with fifty or more employees. Such employers must comply with the posting requirements set forth in the Statutes.
This lecture will discuss the Connecticut State Laws governing Sexual Harassment.Topics Covered Include:
This lecture will discuss the required steps a manager in the state of Maine must take to assist in preventing Sexual Harassment.Topics Covered Include:
Because sexual harassment law is still being written, it is up to employers to make sure they stay aware of current policy - both at the state and federal level. Based on the size of the company and the state where a company is located, different regulations may apply.
This lecture will discuss the importance of staying up to date with the Laws on Sexual Harassment.Topics Covered Include:
This lecture will ask some sample questions.
In the United States, sexual harassment law has developed over the past four decades. Sexual harassment is a form of employment discrimination prohibited under Title VII of the Civil Rights Act of 1964, as amended. It falls under the category of discrimination based on sex.
This lecture will discuss the definition of Sexual Harassment under Federal Law.Topics Covered Include:
Quid pro quois Latin for "this for that" or "something for something." It refers to an exchange. In this case, the exchange is between a person in authority and his or her subordinates. One party is asked to provide sexual favors in exchange for something else.
This lecture will discuss the role Quid Pro Quo plays in Sexual Harassment, and the real threat that it posses an organization.
This lecture will give several examples of Quid Pro Quo, and how it can be used against a victim.
A person does not have to prove that they suffered an economic loss — such as being denied a promotion or a raise — to prove quid pro quo sexual harassment. It's enough to show a threat was made or reasonably implied.
This lecture will discuss the ways of proving Quid Pro Quo, and how it can be used against a Sexual Harasser.Topics Covered Include:
A hostile work environment is one in which unwelcome conduct of a sexual nature creates an intimidating, offensive, or disruptive work environment for one or more members of the company. Examples of this conduct may include: sexually explicit talk or emails, sexually provocative images, comments on physical attributes, or inappropriate touching.
This lecture will discuss the meaning of a hostile work environment, and the role it plays in Sexual Harassment.Topics Covered Include:
In June 2004, the U.S. Supreme Court held that an employer has no legal recourse when a supervisor's unlawful harassment includes an act that causes an employee to quit. In June 2006, the U.S. Supreme Court issued an important decision dealing with retaliation against an employee who has reported or complained about sexual harassment.
This lecture will discuss some examples of Federal Law that protect against Sexual Harassment in the workplace.Topics Covered Include:
In the workplace, you'll observe harassing behavior expressed through words, actions, touch, symbols, or images. It's necessary to spell these out so that you're aware of what unacceptable behavior is.
This lecture will discuss the categories of Sexual Harassment, and what each category looks like so that a manager can better recognize them.Topics Covered Include:
Harassment takes a wide variety of forms from mild to severe. The behavior may range from a harmful joke to physical assault. Whether a particular behavior is defined as illegal harassment depends largely on whether the behavior is unwelcome.
This lecture will discuss the meaning of unwelcome behavior, and how it can contribute to sexual harassment.\Topics Covered Include:
Addressing a co-worker or student with terms of endearment, such as “honey,” “darling,” or “babe.” Is this welcome, unwelcome, or does it depend? Addressing a co-worker or student by any of these names may be unwelcome behavior.
This lecture will discuss the ways of performing an unwelcome behavior test to make sure behavior is never unwelcome.Topics Covered Include:
When dealing with behaviors and choices that could lead to a sexual harassment complaint, your intent is irrelevant. It is only the impact of your choice that has relevance. This could be the impact on the work or school environment, or the offended individual.
This lecture will discuss the relationship between intent and impact, and how it can play a role in sexual harassment.Topics Covered Include:
This lecture will discuss examples of intent vs. impact.
Harassing behavior shows great disrespect. Nobody is likely to accidentally or deliberately harass someone he or she respects. Despite some claims of oversensitivity, most adults understand the meaning of harassment - just as they know the meaning of teasing.
This lecture will discuss the importance of understanding the meaning of harassment when trying to prevent sexual harassment.Topics Covered Include:
Most of us love a good laugh. Humor can relieve tension and energize us, but teasing and sarcasm are high-risk ways of communicating. Does this mean that all fun is out of order in the workplace? Absolutely not. But if the fun is at the expense of another person or group of people, it's risky.
This lecture will discuss the risk of teasing and sarcasm within the workplace, and the importance of using caution when joking in the workplace.Topics Covered Include:
If unwelcome behavior of a sexual nature causes someone to take offense, it will be judged based on whether a "reasonable person" would find it offensive. This standard of a reasonable person has arisen from court attempts to interpret what behaviors should reasonably be considered sexual harassment.
This lecture will discuss use of the "reasonable person" method, and how it is used to determine whether or not an unwelcome act can be constituted as harassment.Topics Covered Include:
It is important to remember that there are no hard and fast rules regarding sexual harassment. Each situation must be judged on its own factors, including severity and duration, and viewed from the paradigm of “what would a reasonable person think?”
This lecture will discuss role severity and duration play in a sexual harassment case, and the way they can be interpreted differently for each situation.Topics Covered Include:
This lecture will give examples of the way severity and duration play a role in sexual harassment.
This lecture will discuss the dangers of favoritism in the workplace, and how it can be linked to sexual harassment.Topics Covered Include:
Sexual harassment often involves people of unequal authority, but it can occur between employees of equal rank and among other peers. Peer-to-peer harassment is often not difficult to stop. A direct and clear request to the offender to stop the behavior is generally effective.
This lecture will discuss the different types of sexual harassment, and how to recognize them.Topics Covered Include:
Both men and women sometimes attempt to file false claims of discrimination or harassment. Their reasons are many: psychological problems, the desire to get back at a manager or co-workers, the desire to gain status among peers, the attempt to earn money in a lawsuit, or perhaps an attempt to protect their jobs if they are performing poorly.
This lecture will discuss the dangers of filing a false claim of sexual harassment.Topics Covered Include:
Retaliation or threat of retaliation, against an employee after he or she has complained about or participated in an investigation of harassment is unlawful and can lead to serious consequences.
This lecture will discuss the ways a sexual harasser can retaliate against their victim, as well as the ways to defend against retaliation.Topics Covered Include:
This lecture will discuss several examples of retaliation.
This lecture will discuss several examples of retaliation.
Most companies' policies prohibit all forms of discriminatory harassment that are unlawful under applicable local, state, and federal employment laws. Federally prohibited discrimination includes discrimination or harassment based on race, color, religion, gender, age, national origin, disability, and genetic information.
This lecture will discuss the definition of discriminatory harassment.Topics Covered Include:
California law prohibits discrimination and harassment based on a wide range of protected classes and characteristics. The California Fair Employment and Housing Act provides protection from harassment or discrimination in employment because of age, ancestry, color, etc...
This lecture will discuss the protected classes within sexual harassment prevention under California Law.Topics Covered Include:
This lecture will discuss examples of discriminatory actions according to the California Fair Employment and Housing Act.
This lecture will discuss several examples of actual sexual harassment cases.
Sexual harassment thrives in environments with a weak reporting structure, authoritarian management, poor morale, or a chaotic physical environment. Perhaps the single most effective strategy for preventing sexual harassment is for all employees to be on the lookout.
This lecture will discuss the best ways of preventing sexual harassment in the workplace.Topics Covered Include:
Managers exercise authority on behalf of the employer. This gives them important additional responsibilities regarding unlawful harassment, discrimination, or retaliation. First, all supervisors must exercise their authority to ensure that their workplace is free of any type of illegal harassment.
This lecture will discuss the responsibilities a manager has in assisting the prevention of sexual harassment.Topics Covered Include:
Discourage any behavior which may be discriminatory or harassing; such as offensive remarks or demeaning verbal, written, or visual jokes directed toward individuals or groups.
This lecture will discuss the steps a manager can take to discourage harassing behavior.Topics Covered Include:
The law requires those in positions of authority to take action if they know of, or should have known of, discriminatory behaviors. This means not waiting for a complaint to be filed before taking action. If you become aware of a harassing or discriminating situation, take action immediately to stop the inappropriate behavior.
This lecture will discuss the importance of taking action before harassing behavior escalates into something bigger.Topics Covered Include:
When a complaint is brought to a manager's attention, the manager should immediately report it according to the reporting structure outlined in the company's policy and complaint procedure. It is also important to be supportive of complainants,
This lecture will discuss the importance of taking immediate action when a complaint is filed.Topics Covered Include:
If you report an incident of harassment, or ask for help on a question of discrimination, harassment, or retaliation, you are entitled to confidentiality — within certain limits. When an investigation is conducted, those involved will need to be interviewed. Confidentiality will be protected where possible.
This lecture will discuss the importance of confidentiality when a case of sexual harassment has been filed.Topics Covered Include:
As a manager, you are particularly susceptible to sexual harassment claims because you are in a position of authority. If an employee directly accuses you of sexual harassment, you should listen carefully to understand what that person is feeling, and why he or she feels your behavior was inappropriate or offensive.
This lecture will discuss the ways in which a manager are susceptible to sexual harassment claims, and how to protect against them.Topics Covered Include:
This lecture will discuss a scenario where a supervisor needs to act before a potential harassment situation may arise.
As a manager, it is your responsibility to behave toward the victim of harassment with empathy. Empathy is the ability to identify with and understand another's thoughts, feelings, and experiences.
This lecture will discuss the importance of having patience and being supportive when dealing with complaints of harassment.Topics Covered Include:
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