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
The Family and Medical Leave Act is a complicated law. This course breaks the law into sections and simplifies the language to make it easier to remember. Each section ends with a quiz. Make sure all of your management employees understand the intricacies of the law with this comprehensive course. What employees are eligible for the FMLA. The FMLA’s definition of eligible spouse, parent, or child “In Loco Parentis” Military caregiver leave What health conditions qualify for 12 weeks of leave What health conditions are eligible for 26 weeks of leave What the FMLA does not cover Employee benefits Healthcare eligibility during leave Job reinstatement Serious health conditions Pregnancy leave Intermittent leave Qualifying Military Exigency Rest and Recuperation leave Key employees Employer responsibility Medical certification Light duty Fitness-for-duty certification
Job Responsibilities Serving customers Protect our stores Project a positive image First impressions Keeping the entire store clean Arranging displays Unloading, and unpacking freight Putting away stock and pricing. Loss Prevention Shrink Internal losses are created by employees through inaccuracy, Lack of intention to detail Intentional theft of money or merchandise. There are measures we all must take to prevent internal theft. Abusing employee discounts No merchandise may leave the store Reporting unlawful acts Opening the store Know your sales floor What to do if you see a shoplifter Career Opportunities Career offers Career advancement Positive attitude and ability to work with customers Safety Ladder Safety Inspecting for loose or damaged rungs, steps, or rails. Checking for loose screws, bolts, or hinges. Locking spreaders on step ladders Safety feet Reporting ladder defects Keeping the base area clean Locking spreaders Facing the ladder Holding the ladder with 2 hands Overextension of your upper body. Climbing too high. Safety stickers Lifting Techniques: Load Testing Facing the object Never twist your hips or back while lifting. Keep the load close to your body. Techniques to put less strain on your back muscles. If you must strain to carry the load, it’s too heavy Using hand trucks or dolly’s. Being aware of your surroundings. Make sure you can see where you are walking. Walking on slippery uneven surfaces Going over applicable safety guidelines with your supervisor And always put safety first Harassment and Discrimination Keeping the workplace free from discrimination and harassment. Treating customers equally and with dignity and respect. Reporting harassment This course contains a video and employee quiz.
This North American Spanish language harassment prevention course covers all federal law pertaining to harassment. Delivered in a simple, concise, no-nonsense style this course leaves no doubt about what behaviors are unacceptable and the consequences for engaging in them. FThe course covers the following: The Protected Groups Hostile Environment Harassment The Reasonable Person Standard Techniques to prevent harassment Bullying Harassment via text, e-mail or social media. Gender harassment Disability harassment Sexual harassment Same sex harassment Religious harassment Pregnancy harassment Gossiping and spreading rumors Menacing, threatening or intimidating Insensitive jokes or comments Racial slurs or epithets Excluding or isolating co-workers. Using demeaning or offensive names The consequences of harassment. Harassment by non-employees like customers Retaliation And much more. The course includes a full HD video and employee quiz.
This course contains the Department of Labor’s final rule updating overtime regulations signed into law May, 18th, 2016. This thorough course on wage and hour compliance breaks the fair labor standards act down into simple to understand terms. Avoid lawsuits and stay out of court by making sure all of your managers understand minimum wage, overtime, equal pay, child labor and record keeping. This course covers: Employee classification Wage and overtime requirements Non-exempt employees Pay requirements On call requirements Waiving “rights to pay” “Tipped employee” wages Minimum wage exemptions Recordkeeping Age requirements Independent contractors Non-compliance Fines from the Department of Labor FLSA related lawsuits School aged children And more.
This course takes approximately 15 minutes to complete. 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 course features a full HD video and an employee quiz.
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 course features a full HD video and an employee quiz.
This course takes approximately 20 minutes to complete, 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.
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.
Conducting a legally defensible job interview requires preparation and discipline. Make sure your employees understand exactly what they can and cannot ask in interviews and avoid potential legal liability that could have a catastrophic impact on your organization. Questions to avoid: Race, color and national origin Gender, gender identity and sexual orientation Religion Marital status, family status and pregnancy Genetic information and medical history Age Arrests and criminal record Disability Affiliations Drug and Alcohol Abuse Height, weight, and personal appearance Military service Finances Residence This course also covers: The importance of an up-to-date job description. Determining essential and non-essential functions of the job. How to handle candidate interjections. Sticking to the script. Writing only job-related information in interviewing notes. Resumes and social media. Sticking to the script. Interview length. Overselling the position. The course includes an HD video and an employee quiz
E-mail and text messaging are convenient forms of communication that make peoples' jobs easier and more productive. However, with this convenience also comes great risk. This course covers all the legal risks of email, describes how email and text messaging work and details why they are not safe in many situations. This course covers: E-Mail is Permanent Once an email has been sent, it becomes a permanent record. It’s virtually impossible to erase an email. There is an entire industry dedicated to computer forensics Computer forensic experts can recover almost any email. Destroying a hard drive will not make you safe. Most organizations back up all electronic communication. Every email leaves an electronic trail on the way to its destination. Email is probably on the receiver’s hard drive Many organizations save a record of every text sent from their company phones indefinitely. E-Mail and Texts are not Private The Electronic Communications Privacy Act of 1986 makes any e-mail sent through an organization’s servers or devices property of that organization. Emails and text messages sent after work hours and away from the workplace are still your organization’s property if sent with devices owned by your organization. Emails can be subpoenaed with any litigation involving your employer Emails can be used in any employment action taken by your organization. Over a million employees have been fired or disciplined for the inappropriate use of email. Employees should have no expectation of privacy when it comes to email or text messages. The Never Send List Confidential information Insider Trading Viruses Copyrighted Information Contracts Trade Secrets Employer Policies Read and understand your employer’s emailing and texting policies. Many employers have specific policies related to your organization’s industry requirements. When used properly, e-mails and text messages can be powerful business tools. Make sure your employees can avoid the legal traps that email and text messaging present. This course includes a full HD video and an employee quiz
This harassment prevention course covers all federal law pertaining to harassment. Delivered in a simple, concise, no-nonsense style this course leaves no doubt about what behaviors are unacceptable and the consequences for engaging in them. Fully updated in 2016, this course covers the following: The Protected Groups Hostile Environment Harassment The Reasonable Person Standard Techniques to prevent harassment Bullying Harassment via text, e-mail or social media. Gender harassment Disability harassment Sexual harassment Same Sex harassment Religious harassment Pregnancy harassment Gossiping and spreading rumors Menacing, threatening or intimidating Insensitive jokes or comments Racial slurs or epithets Excluding or isolating co-workers. Using demeaning or offensive names The consequences of harassment. Harassment by non-employees like customers Retaliation And much more. The course includes a full HD video and employee quiz.
This harassment prevention course made specifically for managers, covers the critical information managers need to know to comply with federal harassment law and prevent it in the workplace they manage. This course covers: The employee groups protected by federal law. The reasonable person standard. Hostile environment harassment. Harassing or discriminatory behaviors that result in a tangible employment action. Quid Pro Quo harassment. How harassment can be perpetrated by persons who are not employees like contractors, customers and vendors. How harassment can occur anywhere that an employee represents their organization. Behaviors that lead to illegal workplace harassment. Sending offensive or harassing emails. Viewing offensive websites. Using social networking sites for harassing or offensive behavior. Verbal, physical or cyber bullying. The use of demeaning or offensive names. Gossiping or spreading rumors about co-workers. Telling insensitive jokes. Menacing looks or gesture. Sexual Harassment. Making disparaging comments about a person’s job ability. Texting pictures, messages or videos. Excluding or isolating someone from work-related activities and assignments because of a non work-related reason. Using crude or offensive language. Making derogatory comments about a person’s sexual orientation. Making jokes or comments about a person’s physical attributes Inappropriate remarks or jokes about a woman’s pregnancy. Offensive gender based comments or behaviors. The managers top priorities for prevention harassment. The manager's role in preventing harassment. Educating employees through ongoing, formal training sessions. Providing less formal counseling sessions. Reporting harassment. Watching for the warning signs of unreported harassment. Taking a harassment complaint. Confidentiality. The consequences of engaging in harassment. Retaliation. Harassment prevention. The course contains a full HD video and employee 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.
This course on Equal Employment Opportunity covers all federal and state laws prohibiting discrimination in the workplace. Title VII of the Civil Rights Act of 1964 The Americans with Disabilities Act of 1990 The Pregnancy Discrimination Act The Age Discrimination in Employment Act of 1967 The Genetic Information Nondiscrimination Act of 2008 The Employment Non-Discrimination Act Uniformed Services Employment and Reemployment Rights Act The Equal Pay Act In a simple, concise, easy-to-understand manner, the course describes how employment practices including recruitment, hiring, promotions, demotions, job assignments, compensation, training, discipline and termination are covered under these Acts. The course covers the specific protections legally defined by federal law for each protected group and how protections for gay, lesbian, bi-sexual and transgendered workers fit into both federal and state laws.
This course, which features full HD video, covers how to conduct performance appraisals that are fair and legally defensible in court. The performance appraisal is full of legal landmines. Make sure that your managers are prepared for this crucial part of the performance improvement process. This program covers: Preparation Documentation & Record Keeping Performance Logs Conducting a job analysis Employee Self-Appraisals Best practices for appraisal forms Best practices for appraisal meetings Keeping appraisals objective and job related Goal setting Inaccurate Ratings
This 2018 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 video-based course, made specifically for retail managers and supervisors, covers recruiting, interviewing and hiring retail employees. Set in a variety of retail environments, this course will take your managers through the entire hiring process start to finish. This program is one of only a few retail specific courses on the market. The course covers: Recruiting Evaluating the application Creating an environment condusive to interviewing The legal challenges of interviewing How to discuss benefits Questions to avoid Following equal employment opportunity laws Starting the interview Open-ended questions 2-step probe Echo statements Hypothetical questions Closing the interview Reference checks Evaluating the applicant Making the job offer This course includes a video and an employee quiz.
This course details the Americans with Disabilities Act with a full HD video followed by an employee quiz. It's critical that your managers understand all of the details of this landmark legislatiion. This course simpllfies the law and covers all the aspects that your supervisors need to know. All law changes through 2017 are covered. The Americans with Disabilities Act (ADA) ADA Amendments Act of 2008 (ADAAA) Discrimination in employment practice Retaliation for asserting their rights under the ADA The ADAs definition of a disability The ADAAA’s definition of major life activities Exceptions to the ADA Discrimination due to perceptions about disability Reasonable accommodation Exemptions due to undue hardships Consulting with disabled employees Interviewing questions Essential and non-essential functions of the job Accommodating job applicants Medical examinations Employment terminations This course includes a full HD video and an 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.