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California Sexual Harassment Prevention Training for Supervisors and Managers

Poker ♠♣ ♥ . California Sexual Harassment Prevention Training for Supervisors and Managers. SAMPLE. Preventing, Identifying & Correcting Harassment in the Workplace. Introduction. AB 1 8 25 Compliance Training. Certificate of Attendance and Acknowledgement Form.

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California Sexual Harassment Prevention Training for Supervisors and Managers

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  1. Poker ♠♣♥ California Sexual Harassment Prevention Training for Supervisors and Managers SAMPLE Preventing, Identifying & Correcting Harassment in the Workplace

  2. Introduction AB 1825 Compliance Training

  3. Certificate of Attendance and Acknowledgement Form You have attended this class. You have received your company’s harassment prevention policy. You know how to report harassment if you are harassed or know of someone being harassed. You understand your responsibility as a supervisor. You will read and comply with the policy. You know who to ask if you have questions.

  4. K♥ Are there laws regarding harassment and discrimination? There are many laws regarding harassment and discrimination prevention in the United States. 

  5. K♥ Name One. • Civil Rights Act of 1866(All men regardless of race have the right to buy property) • Civil Rights Act of 1964 - Title VII (race, color, religion, sex or national origin) • Age Discrimination in Employment Act - 1967 • Americans With Disabilities Act - 1990 • Significant clarifications • 1980 – Sexual Harassment is discrimination & illegal • 1993 – Harassment based on discrimination is illegal • Workplace must be FREE from harassment/EEOC enforces Title VII • Uniformed Services Employment and Reemployment Rights Act (USERRA) – 2000

  6. According to the Equal Employment Opportunity Commission (EEOC), what do you think is the largest charge of discrimination and harassment in the United States? 8♣

  7. What is unlawful harassment? Conduct is harassment if it is based on a legally protected status and It creates an intimidating or hostile work environment, or Unreasonably interferes with the individuals work, or adversely impacts the individuals employment opportunities. Q♥

  8. A♣ Fill in the blank. The EEOC Guidelines state that employers are liable for the acts of those who work for them if they ___________ ___________ about the conduct and took no immediate, appropriate corrective action. knew or should have known

  9. California Protected Categories(or perceived to be) • Race • Color • Creed • Religion • Sex • Gender identity • Pregnancy • Child birth • National origin • Ancestry • Age • Marital/domestic partner status • Physical disability • Mental disability • HIV & Aids • Medical condition (cancer and genetic characteristics)) • Vietnam era veteran status • Sexual orientation • Transgender status • The employee's opposition to any violations of law, association with others protected by law, or any other consideration made unlawful by federal, state or local laws. • Denial of Family Leave (PFL) • Breast feeding mothers

  10. According to the California Department of Fair Employment and Housing (DFEH), what is the largest charge in California? J♥ Module 1 – The Law

  11. Explain the basic requirements of California Government Code Section 12950.1 (AB 1825) Employers with 50+ employees must train supervisors: - every 2 years - interactive - 2 or more hours 6♣ New supervisors must be trained within 6 months of becoming a new supervisor. Module 1 – The Law

  12. What State requires that all employees receive this pamphlet? A

  13. What would YOU do 10♥ Assembly Bill 76 - Employers may be held liable for failing to protect their employees from harassment by anyone (vendor, student, employee, customer, etc.) in the course of their work.

  14. Filing a Complaint Fill in the blank Employees or job applicants who believe that they have been illegally harassed may file a complaint of discrimination with the DFEH within _________ of the harassment. one year K

  15. All Exercise 3 A housekeeper reports to you that she is pregnant. You are concerned that the work may be too strenuous for her. Module 4- Identifying

  16. EEOC v. Ramin, Inc. (Comfort Inn) 3-12-13 Under the statutes an employer may not exclude a pregnant woman from the workforce based on a concern for her safety. RemediesTrain all employees, update policy, post EEOC notice, $25,000 in punitive damages and $2,500 in lost wages.

  17. What should we do if one of our employees is found to have committed harassment? Use the same disciplinary action process as you would use in treating any violation of company policy…depending on the severity of the offense and/or the number of incidents. 6 Module 5 - Correction

  18. What should you do if you are accused of harassment? • Cooperate fully with the investigation. • Be honest. • Don’t be defensive. • Learn something about empathy. • Recognize that different people see things differently. • And remember, a simple apology for a misunderstanding, can go a long way. 2♥ Module 4- Identifying

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