This is an evaluation mini-course of the full course available for sell. Here is the link for the full course: http://coggno.com/onlinetraining/human-resources/compliance/california-supervisor-2-hour-ab1825-sexual-harassment-course-2 This 2017 production is a full 2-hour California Supervisor Sexual Harassment course designed to satisfy California's AB1825 requirements. California takes sexual harassment very seriously and it's vital that your supervisors become experts on the law, so they can avoid harassment themselves and prevent and respond to it among the workforce they supervise. The course contains: 2 hours of video and interactive content 78 quiz questions An AB2053 abusive conduct module. A module on the protected groups in California Content covering all the information required by the Department of Fair Employment & Housing. Hypothetical harassment scenarios that require supervisors to make decisions. An analysis of real California court cases. Coverage of all federal laws. Quid pro quo harassment Hostile environment harassment Harassment outside of the company's property and business hours How to protect yourself from harassment claims Complaint Procedures. What to do when accused of harassment
This is an evaluation mini-course of the full course available for sell. Here is the link for the full course: http://coggno.com/onlinetraining/human-resources/compliance/sexual-harassment-prevention-made-simple-course-1 This course is one of the most popular on the market today and there is a reason...it's simple. By covering federal sexual harassment law with a simple, no-nonsense style, the program leaves no doubt about what sexual harassment is, the behaviors that are unacceptable and the consequences of engaging in those behaviors. The course covers: Hostile environment harassment. Quid Pro Quo Harassment. The Reasonable Person standard. Gender harassment. Same sex harassment. Social networking. Sexting and harassment via email. Prevention techniques. The effect of sexual harassment on victims. Sexual harassment by non-employees. Sexual harassment outside of the workplace. Sexual orientation harassment. Retaliation The consequences of engaging in harassment And much more. The course cover the following behaviors: Making jokes or comments about a person’s physical attributes. Gossiping or spreading rumors about sexual topics. Engaging in sexual conversations that are overheard by others. The use of demeaning or offensive names such as honey, sweetie, hottie, baby, girl, boy or hunk. Viewing or posting of sexual pictures, magazines, posters, videos or images. Viewing pornographic websites or viewing pornographic material. Inappropriate remarks or jokes about a woman’s pregnancy. Unwanted flirting or repeated requests for dates. Suggestive whistling, leering, catcalls Long stares and sexually suggestive looks Using crude or offensive language
This is an evaluation mini-course of the full course available for sell. Here is the link for the full course: http://coggno.com/onlinetraining/human-resources/compliance/sexual-harassment-prevention-made-simple-for-managers-course-1 This sexual harassment prevention course designed specifically for managers covers every part of federal sexual harassment law in a simple, concise, no-nonsense manner that will leave no doubt about what sexual harassment is, what behaviors are unacceptable and the consequences for engaging in those behaviors. Additionally, the course covers the manager's role in preventing harassment and handling complaints. This course covers: Hostile environment sexual harassment. Quid Pro Quo Sexual Harassment. The reasonable person standard. Same sex harassment. Harassment that occurs after work hours. Harassment by non-employees. Harassment based on gender. Retaliation. Examples of behaviors that could lead to sexual harassment. Keeping decisions job-related. Avoiding compromising situations. Holding meetings with groups of employees or in public areas. Keeping office and conference room doors open during private meetings. Keeping conversations on job-related or non-personal topics. Limiting physical contact to a handshake. Taking sexual harassment seriously. Making the goal of a respectful workplace the top priority. Training and counseling sessions. The progressive discipline policy. Inspecting the workplace. Watching for the warning signs of unreported harassment. Encouraging employees to speak up. Reporting procedures. Confidentiality Documentation of incidents or complaints. Legal liability for managers.