Sexual Harassment and Discrimination Prevention for Employees
Learning objectives
- 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 to take to help prevent harassment in the workplace
Course overview
This course includes content satisfying training requirements in the following states:
- Illinois
- Delaware
- Maine
- Massachusetts
- Rhode Island, Vermont
- Washington
This lesson informs you of the liabilities and consequences associated with sexual harassment and other types of harassment in the workplace. Additionally, it covers how to respond when harassment occurs, the aspects of a harassment investigation, the dangers of retaliation, and the steps both employees and management must take in order to prevent sexual or other types of harassment.
- 45 Minutes
- Format:
- English , Spanish
Course Outline
- Sexual Harassment Basics
- Types of Harassment
- Liability and Harassment
- When Harassment Occurs
- Investigating Harassment
- After the Investigation
- Retaliation
- Prevention
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