California law mandates that supervisors receive two hours of training every two years on how to recognize and prevent sexual harassment, discrimination, and retaliation. This course meets the requirements of CA Govt. Code Sec. 12950.1, including information and practical guidance regarding state and federal laws, how to prevent, respond to, and correct sexual harassment, remedies available to persons subject to harassment, and the potential for liability. Duration: 132 minutes
California has some of the most stringent sexual harassment laws in the country and there is specific information that employers are required to give employees about the law. This program tailored for non-supervisory workers covers every part of the law is both powerful and easy to understand. In California, sexual harassment is defined by both the Fair Employment and Housing Act and Title VII of the federal Civil Rights Act of 1964. All DFEH and federal requirements are covered in the course. On completion of this course, your employees will understand the law, understand their rights and understand the repercussions of perpetrating sexual harassment. This program covers: The rights employees have under California law Quid Pro Quo harasment Hostile environment harassment Specific conduct that could result in a harassment claim Specific guidance under California law Complaint procedures Liability in California law The consequences of perpetrating harassment and much more
California is at the forefront of rights for transgender citizens and now has put these rights into law as mandatory training for all supervisors in organizations with 50 or more employees with Senate Bill 396. All supervisors must be specifically trained on harassment and discrimination because of gender identity, gender expression, transitioning, or sexual orientation. This course covers: The California definition of gender expression, gender identity, transgender, sexual orientation Hostile Environment harassment Retaliation for filing a harassment or discrimination complaint. the consequences of violating the law. Perpetrating harassment or discrimination that affects tangible employment actions Requiring workers to tolerate harassment as a condition of employment Harassing or discriminating against workers because of a perception which is not true. Making employment decisions on gender stereotypes. Types of inappropriate behavior that are illegal. The laws pertaining to restroom and locker room use Grooming and and dressing according to gender identity. Gender-specific uniforms Gender rights for company activities. The right to be addressed by the name of their choice and with pronouns that reflect gender identity. Rules on jobs or duties that correspond to their gender identity or gender expression How and when to communicate about gender identity Proof of identity rules. Hiring rules pertaining to transgender applicants. The Department of Fair Employment and Housing The right to file a lawsuit in civil court The right to receive compensatory and punitive damages. Independent contractors Posting the DFEH poster
This sexual harassment prevention course designed specifically for California managers covers both federal and California harassment law. The course takes 30 minutes to complete and has been designed to be part of a 2-hour California supervisor. This course covers: Quid Pro Quo sexual harassment Hostile environment sexual harassment Manager liability under California law Employer liability under California law The Fair Employment and Housing Act (DFEH) definition of sexual harassment. The reasonable person standard Inappropriate behaviors California harassment and retaliation policy DFEH complaint procedures DFEH Posters and Brochures Protecting yourself from harassment complaints Confidentiality Retaliation Disciplinary action Remediation Harassment by non-employees Making job-related personal decisions How managers can protect themselves from harassment? Taking harassment seriously Social media Educating employees Taking “all reasonable steps to prevent harassment from occurring” Lodging a complaint with the DFEH The consequences of engaging in harassment Preventing harassment This course contains an HD video and a quiz.
In California, training on the California specific protected groups is required as part of the two hour sexual harassment supervisor training requirement. This course covers the topic with a video and a quiz to ensure retention of the training. This course includes training on all the protected groups in California: Race Religion- Which covers all aspects of religious belief, observance, and practice, including religious dress and grooming. Color National origin Ancestry Physical disability Mental disability Medical condition Genetic information Marital status Sex - which includes gender stereotypes such as assumptions about appearance or behavior or myths about a particular gender’s ability or inability to perform certain tasks. Pregnancy, childbirth or medical conditions related to pregnancy and breast feeding. Gender Gender identity - which is defined as a person’s identification as male, female or a gender different from the person’s sex at birth. Gender expression - Which is defined as a person’s gender-related appearance or behavior, whether or not stereotypically associated with the person’s sex at birth. Age for employees 40 and over. Sexual orientation And military and veteran status. The course also describes the types of harssment that are illegal under California law: Quid Pro Quo harassment Hostile environment harassment Harassment or discriminatory conduct that effects a tangible employment Lastly, it describes specific situations that would be considered harassment or discrimination. This course includes a full HD video and employee quiz.
With AB2053, the state of California mandated abusive conduct training as part of mandatory sexual harassment training. Abusive conduct, more commonly known as workplace bullying, has a profound impact on productivity, morale, and employee retention. Organizations with an abusive conduct problem are more likely to have employee depression, higher levels of absenteeism, increased illnesses, and workplace violence. Employers with 50 or more employees are required to train their supervisors on sexual harassment for 2 hours every two years. This 50-employee standard is a companywide standard. Even if your organization has less than 50 employees in California, your California supervisors must be trained if the total number employees worldwide is 50 or more. This program defines abusive conduct under California law, lists the behaviors that are considered abusive conduct, describes the effect that bullying has on employees and outlines prevention strategies to stop bullying. This course covers the subject with an engaging HD video that details the required topics, then follows up with a quiz to make sure that your learners retained the content of the training. The course is a perfect addition to your 2-hour class to ensure your organization follows the law.
This is a Spanish version of Harassment Prevention Training for California employees. Although Sexual Harassment Training is not required for California non-supervisory employees, all organizations benefit by training their employees to recognize, Prevent, and address harassment in the workplace. The goal of this course, is to educate employees - resulting in a safe working environment for everyone. This training is a valuable tool for organizations to provide awareness, education, and competencies to help protect your workforce from all forms of workplace harassment, discrimination, bullying, and retaliation. This interactive course utilizes video, audio, animation, and engaging multi-tiered assessments to reinforce the learning in a fun and informative way. The course takes approximately 1.25 hours.
Although Sexual Harassment Training is not required for California non-supervisory employees, all organizations benefit by training their employees to recognize, prevent, and address harassment in the workplace. The goal of this course, is to educate employees - resulting in a safe working environment for everyone. This training is a valuable tool for organizations to provide awareness, education, and competencies to help protect your workforce from all forms of workplace harassment, discrimination, bullying, and retaliation. This interactive course utilizes video, audio, animation, and engaging multi-tiered assessments to reinforce the learning in a fun and informative way. The course takes approximately 1.25 hours.
**This course meets the 2018 California requirement of SB 396 - To include training on gender identity and gender expression harassment, as well as the AB 1825 Supervisor Requirements.** This training is a valuable tool for organizations to provide awareness, education, and competencies to help protect your workforce from all forms of workplace harassment, discrimination, bullying, and retaliation. This course is compliant with California AB 1825 (companies with 50+ employees), including new state requirements for retaliation and discrimination, and is required training for all California Supervisors. This interactive course utilizes video, audio, animation, and engaging multi-tiered assessments to reinforce the learning in a fun and informative way. The course takes approximately 2 hours - which is the required course length for California Supervisors. The HR Certification Institute® (HRCI®) has pre-approved this activity for two (2) Specified Credit Hours.
The California Department of Alcohol Beverage Control (ABC) has established standards for the Responsible Beverage Service (RBS) Training Program and approved AEGIS Security & Investigations to offer this course throughout the state. ABC RBS Training is the California liquor industry’s standard in essential information servers and bartenders must know in order to avoid criminal, civil and administrative actions within the scope of their employment. ABC has been known to look favorably on establishments and servers who utilize best practices received through RBS training. In order for licensees to be eligible to receive mitigated penalties, they must provide proof of successful completion of a certified RBS training program by the involved server/seller at the time of Notification of Violation interview. Such training must have been successfully completed prior to the date of violation(s). Otherwise, liquor licenses can be suspended for as little at 5 days for first time violations and as much as revoked for habitual offenders. RBS Training covers material designed to avoid unnecessary exposure to liability. Becoming a responsible beverage server doesn’t only help avoid the establishment being subjected to suspensions, but it also helps servers avoid crimes related to liquor service as well as civil litigation. These misdemeanors include underage liquor service and service to someone who is overly intoxicated, among other crimes. The civil litigation avoided by an effective RBS training program includes law suits by patrons, local law enforcement, and from other employees/staff as well as the venue. Module 1: Laws, Policies, Rules and Regulations Module 2: Criminal and Civil Liability Module 3: ABC Administrative Actions Module 4: Health and Safety Information Module 5: Server Responsibility including checking IDs and how to prevent and respond to over intoxication Module 6: Final Exam & Certificate Download CALIFORNIA – Responsible Beverage Server (RBS) Training This course has been reviewed and approved by the California Department of Alcoholic Beverage Control and is provided by AEGIS Security & Investigations, Inc. You can view the our program approval on the ABC website. Certification: Your printable official certificate is available for download once you complete the course and pass the exam. The certification is valid for two (2) years from date on the certificate, unless otherwise mandated by your local jurisdiction. Length of Course: 2-3 hours If you experience difficulties or require support, email Coggno Customer Service at email@example.com. AEGIS Security & Investigations also offers guard card training, security, investigation, and security consulting services. Experience the AEGIS Difference.
The main objective of this session is to teach you about hazard communication. By the time the session is over, you should be able to understand the basic requirements of California’s “right-to-know” law; familiarize yourself with the organization’s hazard communication program; identify hazardous substances; understand the risks they pose; interpret the information on chemical labels; understand the safety data sheet; protect yourself from the physical and health hazards of chemicals; and respond effectively to emergencies. Duration: 39 minutes
This course will take approximately 2 hours to complete. Updated with 2015 Abusive Conduct Laws and 2016 FEHA laws. Stop Sexual Harassment: Interactive Training for Supervisors explains the various forms of workplace sexual harassment, the consequences for both the employer and the supervisor, and how to identify and stop it. It features real-world scenarios, interactive quizzes, and commentary from engaging and authoritative employment law attorneys. Consequences of Harassment Case studies of devastating penalties and awards Overview of Harassment Law What Title VII of the Civil Rights Act really means Potential damages and risks supervisors run Your obligations under harassment law Hostile Work Environment What is hostile environment harassment? Supervisor's duty to protect employees from a harassing environment Are they really offended? Dangers of the Internet and e-mail Gender Harassment Supervisor isn't qualified to investigate, so he needs to go to HR Hostility based on sexual orientation Hostility based on transgender status Some states protect the transgendered Hostility based on a former relationship Quid Pro Quo Harassment What is quid pro quo harassment? Harassment by a Customer Duty to protect employees Relationship with a Subordinate Why having a relationship with a subordinate employee can be so legally treacherous Complaint Procedures and Investigations Why supervisors should never retaliate against an employee who complains of harassment What if the employee lies? Don't promise confidentiality to complaining employee Special Situation: When the Supervisor is Accused When the Supervisor is Accused of Harassment What supervisors should -- and most certainly shouldn't -- do when they are accused of harassment Why retaliation claims are so common when a supervisor is accused, and how to avoid them Cooperating with HR's investigation to resolve matters quickly and without massive workplace disruption
UST Training's New 2017 version of our Class C UST Operator Training course is a simple and effective way to learn about UST safety, hazard awareness and emergency response. What you get: Certification as a Class C Operator of an underground storage tank (UST) system. Included are five brief interactive lessons, a short quiz, useful handouts, and a certificate of completion once you pass the course. Approval: The California SWRCB does not recognize third party online Class C training. System Requirements: All you need is high speed Internet and computer speakers. Choose an account option that works best for you Single User is perfect for one person to take Class A/B or Class C training or both. User email required. Training Kiosk is a great option for small to medium group of users who need any combination of Class A/B or Class C training. Email required for account administrator only. Single login credential shared for the whole group. Training University is good for medium to larger companies with a mix of Class A/B and/or C operators who also need more advanced reporting and tracking features. Email required for all users. Each user has own login credentials.