Satisfies Title VII of the Civil Rights Act of 1964

 

In the U.S., all employers are obligated to maintain a harassment-free workplace for its employees at all times.  This includes sexual harassment, a specific form of harassment.   “Sexual Harassment” covers unwelcomed sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature.  Although U.S. Law requires employers to maintain a harassment-free workplace, there are currently no federal laws which require employers to provide employees with Sexual Harassment Prevention Training.   Our goal is to assist employers nationwide with our Sexual Harassment Awareness Training.  Developed by legal and HR training experts, our Sexual Harassment course covers federal law and existing case law. The e-learning course engages employees and confirms their understanding of the course material via the following interactive features:

 

Sexual Harassment Prevention Training e-learning

Sexual harassment awareness training and sexual harassment prevention training are critical tools to ensure employees and supervisors understand proper professional conduct at work. Employees often do not understand which behaviors are considered improper in the workplace and it is important to provide them with harassment awareness training.woman taking online sexual harassment awareness training It’s also important that employees can easily access sexual harassment training online or on site to make certain sexual harassment awareness and prevention training is available and accessible to all employees.

Online sexual harassment training provides some distinct advantages including: the ability to standardize training, flexibility and control of the venues & times training is provided, and eliminating any bias that may occur related to the person conducting the training session. Harassment prevention training online helps resolve many of these issues. For many, sexual harassment online training has also been a way to address geographic distribution of training.

2-hour Supervisor Edition (Available in English)

This 2-hour Sexual Harassment Prevention Training course guides supervisors through key federal discrimination and sexual harassment laws, relates these laws to everyday workplace behavior, and provides the legal definitions of discrimination and harassment.  Managers and supervisors must be aware of their responsibilities and accountability for sexual harassment in the workplace.  This includes learning to recognize sexual harassment and the appropriate corrective actions to take in the event of an occurrence.

Topics include:

  • The definition of Sexual Harassmentonline sexual harassment awareness training prevents workplace misunderstandings
    • Federal Law
    • State Laws
  • Why Sexual Harassment is illegal
  • Identifying Sexual Harassment
  • Examples of Sexual Harassment
  • Internal Complaint Process
  • Supervisor responsibilities
  • The employer’s obligations
  • Video scenarios demonstrating forms of harassment
  • Quizzes & final test

 

1-hour e-learning Employee Edition (Available in English)

This one-hour Sexual Harassment Awareness Training course for individual learning guides employees through key federal discrimination and sexual-harassment laws, relates these laws to everyday workplace behavior, and provides the legal definitions of discrimination and harassment. Topics include:

  • The definition of Sexual Harassment
    • Federal Law
    • State Laws
  • Why Sexual Harassment is illegal
  • Identifying Sexual Harassment
  • Examples of Sexual Harassment
  • Internal Complaint Process
  • Video scenarios demonstrating forms of harassment
  • Quizzes & final test

 

Learn More: The Difference between “harassment” and “sexual harassment:”

Harassment is unwelcomed conduct that is based on race, color, religion, sex, national origin, age, or disability. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.

Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.

 “Sexual Harassment” is unwelcomed sexual advances, requests for sexual favors, or any form of harassment that is of a sexual nature.

Sexual harassment becomes illegal when it is so persistent or harsh that it creates a hostile or offensive work environment.  The EEOC and civil courts have found that the “harasser” can be the victim’s boss, a supervisor in another area, another employee, or someone who is not an employee, such as a vendor or customer.

 

Equal Employment Opportunity Commission

About:

  • The Equal Employment Opportunity Commission (EEOC) is the nationwide federal government agency responsible for enforcing laws that make it illegal to discriminate against job applicants or employees because of the their race, color, religion, sex, national origin, age, disability or genetic information. They also enforce the laws that make it illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
  • The EEOC investigates discrimination complaints based on an individual’s race, color, national origin, religion, sex, age, disability, gender identity, genetic information. In addition, the EEOC responds to complaints regarding retaliation for reporting, participating in, and/or opposing a discriminatory practice.
  • The EEOC is responsible for coordinating the Federal government’s employment non-discrimination effort, for reviewing regulations and other EEOC policy-related documents before they are issued to ensure consistency in the Federal government’s effort to combat workplace discrimination.
  • The EEOC has the authority to investigate charges of discrimination against employers, who are covered by the law, and make a finding based on their investigation.

 

The EEOC and Harassment

“The employer is automatically liable for harassment by a supervisor that results in a negative employment action such as termination, failure to promote or hire, and loss of wages. If the supervisor’s harassment results in a hostile work environment, the employer can avoid liability only if it can prove that: 1) it reasonably tried to prevent and promptly correct the harassing behavior; and 2) the employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer.

Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.

Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Harassment can occur in a variety of circumstances, including, but not limited to, the following:

  • The harasser can be the victim’s supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee.
  • The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct.
  • Unlawful harassment may occur without economic injury to, or discharge of, the victim.

Learn More: https://www.eeoc.gov/laws/types/harassment.cfm

 

EEOC Enforcement

Laws: Title VII of the Civil Rights Act of 1964 is the federal law that specifically covers harassment and preventing sexual harassment in the workplace.   Title VII prohibits employment discrimination based on race, color, religion, sex and national origin.

Title VII includes many definitions, sections and revisions.  For the full text of Title VII, please visit the EEOC’s website: https://www.eeoc.gov/laws/statutes/titlevii.cfm

 

 Learn More: EEOC Enforcement

The EEOC enforces several federal laws, including The Pregnancy Discrimination Act, The Equal Pay Act of 1963, and the Americans with Disabilities Act.   For a full list of laws enforced by the EEOC, visit this page:

https://www.eeoc.gov/laws/statutes/index.cfm

 

Our philosophy

“The degree to which misconduct remains unidentified is determined by how well employees are screened, trained, and supervised. Recognition, corrective action, and training are necessary steps to cultivating and preserving a healthy and profitable company.”

George J. Ramos, Jr. Co-founder

We are proud to be certified with
SBA 8a
Department of General Services
CPUC Supplier
CUCP Disadvantaged Business
LSBE
NSMDC
SBA 8a
Department of General Services
CPUC Supplier
CUCP Disadvantaged Business
LSBE
NSMDC
Delivery Methods
Values
  • Conduct business with Integrity and Ethics
  • Proving  the highest quality services
  • Provide Timely and Accurate Information
  • Creating Wealth Through Profits & Growth
  • Conduct business in an environmentally responsible manner
  • Build a Positive and Professional Team
  • Pursue Growth and Learning
  • Embrace and Drive Change
  • Client Value Creation
  • Foster a Safe Workplace for Employees
  • Care and contribute to our Communities
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