Bystander intervention is a critical element of harassment prevention. When co-workers speak up, harassment is far less likely to occur. The technique is simple…when bystanders see harassment, they must take action, rather than silently witnessing the harassment and doing nothing. Bystander intervention creates a culture where harassment is not tolerated, and it puts prevention in the hands of every single employee. Future harassers will realize that their co-workers will speak up if they witness harassment and will think twice before harassing an individual in the workplace. In order for bystander intervention to work, managers and supervisors must not only encourage intervention, but they must train their employees on how to intervene. This course covers: The definition of bystander intervention Why to intervene When to intervene Talking to victims Talking to harassers Intervention techniques
This Spanish language harassment training video for managers is a one of a kind. In 13 minutes your Spanish speaking managers will learn what illegal harassment is, the effect it has on the workplace, how to prevent it, what they should do when they receive a complaint and the consequences of engaging in harassment.
In 2018, New York City and State passed sexual harassment laws that require employee training. The state law mandates training for every employee in the state and the New York City law requires the training for employers with 15 or more workers. This course was designed to cover both the city and state law while also giving managers and supervisors the information they need to prevent harassment in the workplace.
In 2018, New York State began to require sexual harassment training for every employee and New York City began to require training for every employer with 15 or more employees. This brand-new course was designed specifically to cover the training required by both laws. The course contains the following: A sleek, modern, HD video with content based around the New York state model training program, the New York Civil Rights Law, The New York City Human Rights Law, and the EEOC. A section on bystander intervention (in the video) which is required by the The New York City Human Rights Law and a great addition for any employee in New York state. A 15 question quiz to satisfy the interactive component required in the training. Sexual Harassment Prevention in New York covers this sensitive and widespread problem with a direct style that will leave no doubt in your employees' minds what sexual harassment is, what behaviors are unacceptable, how to prevent sexual harassment and the consequences for engaging in harassment.
In October of 2018, California passed SB1343. This new law requires employers with 5 or more employees to provide 1 hour of sexual harassment training to non-supervisory employees every 2 years. This brand new course covers every aspect of the law's requirements including: Federal and California sexual harassment law. Federal and California protected groups. Harassment based on gender identity, gender expression, transgender, and sexual orientation. Abusive conduct training (bullying) 40 minutes of HD video. Over 50 quiz questions to meet the interactivity standard required by the law. 1 full hour of training to meet the standard. This detailed video based course will ensure that your staff understands federal and California law and motivate them to prevent harassment in the workplace.
This brand new July 2018 produced course was made specifically for managers in the healthcare industry. The course begins with a 12 minute full HD video that explains sexual harassment in the healthcare workplace, then ends with a 15 question quiz to ensure comprehension. This simple format will get your managers through training in 15-20 minutes. The video portion delivers the information in a clear, direct, no-nonsense style. Unlike many programs on the marketplace, the course's video has a slick, modern look with brand-new footage. No cheesy acting or bad haircuts, just the facts delivered in a memorable style. The course covers: The definition of sexual harassment in the workplace Quid Pro Quo sexual harassment Hostile Environment sexual harassment. Specific behaviors and conduct that contributes to a hostile work environment. Patient sexual harassment. The Manager's role in preventing sexual harassment What managers should do when they receive a sexual harassment complaint. Responding quickly and effectively to sexual harassment complaints. Sexual harassment from third-party workers such as contractors, delivery persons, and salespersons. Avoiding compromising situations. The perils of work romances. Harassment as a condition of employment. Same-sex harassment. Harassment at conferences, work parties and other events outside of the workplace. The Reason Person Standard. Filing harassment complaints. A definition of retaliation.
This brand new July 2018 produced course was made specifically for employees in the healthcare industry. The course begins with a 7 minute full HD video that explains sexual harassment in the healthcare workplace, then ends with a 15 question quiz to ensure comprehension. This simple format will get your employees through training in 15-20 minutes. The video portion delivers the information in a clear, direct, no-nonsense style. Unlike many programs on the marketplace, the course's video has a slick, modern look with brand-new footage. No cheesy acting or bad haircuts, just the facts delivered in a memorable style. The course covers: The definition of sexual harassment in the workplace Quid Pro Quo sexual harassment Hostile Environment sexual harassment Specific behaviors and conduct that contributes to a hostile work environment. Patient sexual harassment Sexual harassment from third-party workers such as contractors, delivery persons, and salespersons. Same-sex harassment Harassment at conferences, work parties and other events outside of the workplace. The Reason Person Standard Filing harassment complaints Retaliation. Prevention techniques.
This brand new 2018 video course focuses on stopping the ever-growing threat of cyber theft. The program, designed for all employees, teaches the subject in language that even a non-technical person can understand. Cybersecurity is in the hands of employees. Despite billions of dollars spent protecting organizational networks, the real threat comes from within. Hackers focus their energies on tricking naive employees into giving up passwords and other confidential data. This is much easier than attacking a technologically advanced firewall. Just one mistake from one employee can give them the keys to an entire network. This cybersecurity course covers: The cost of data theft Passwords How hackers uncover passwords How hackers use passwords E-mail Phishing Social engineering WiFi security Home networks USB drives Websites Security updates Protecting social media accounts
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.
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
Do your managers understand Anti-Trust law. Chances are they don't. Anti-trust is one of the least understood business law topics. This new course breaks down the law into simple, easy-to-understand terms and will give your team the information they need to know to stay free of violations. Laws Detailed in the Program: The penalties for breaking the law Why certain business practices are illegal Price fixing Bid rigging Illegal market division Group Boycotts Exclusive dealing contracts Requirements contracts Refusal to supply Predatory or low-cost pricing Tie-in sales or forced buying Refusal to deal Discriminatory pricing Mergers Trade Associations
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
Workplace violence is a serious problem in organizations all over the world. In the United States alone over 2 million people are victims of violence at work every year. The deep physical and emotional impact and the loss in time, money and reputation can have a catastrophic impact on organizations. Make sure that your organization’s employees are trained to prevent and react to violence on the job. The 2017 course covers: The OSHA mandate on workplace violence. The behaviors that are considered workplace violence by the department of labor. Workplace bullying. Sexual assault and sexual harassment. Using physical and verbal intimidation. Vandalizing or destroying personal or work property. Sabotaging business operations. Threats of physical harm Physical assault Using a weapon for assault or intimidation. Violence at customer, vendor, or other locations The confidentiality of employees who report violence The zero-tolerance policy. How toxic behaviors create a breeding ground for violence Openly and honestly communicatiion Conflict resolution Stress management Domestic violence Reports and investigations Facility security Warning signs and troubling changes in behavior Threat assessment and intervention Assisting at-risk employees Confrontations and assaults Active shooter incidents Disciplinary actions This course includes a full HD video and employee quiz.
Workplace violence is a serious problem in organizations all over the world. In the United States alone over 2 million people are victims of violence at work every year. The deep physical and emotional impact and the loss in time, money and reputation can have a catastrophic impact on organizations. Make sure that your organization’s managers are trained to prevent and react to violence on the job. The 2017 course covers: The OSHA mandate on workplace violence. The behaviors that are considered workplace violence by the department of labor. Workplace bullying. Sexual assault and sexual harassment. Using physical and verbal intimidation. Vandalizing or destroying personal or work property. Sabotaging business operations. Threats of physical harm Physical assault Using a weapon for assault or intimidation. Violence at customer, vendor, or other locations The confidentiality of employees who report violence Having a zero-tolerance policy. Educating employees on violence How toxic behaviors create a breeding ground for violence Openly and honestly communicating with employees Ensuring that employees have a clean, healthy, and safe environment Fair management practices Conflict resolution Stress management Domestic violence Reports and investigations Facility security Warning signs and troubling changes in behavior Threat assessment and intervention Assisting at-risk employees Handling confrontations and assaults Active shooter incidents Disciplinary actions This course includes a full HD video and employee quiz.
Workplace bullying costs organizations billions every year in lost productivity, efficiency and employee turnover. Workplaces which have a high occurrence of bullying are more likely to have problems with absenteeism, illness and healthcare expenses. Make sure your employees know how to spot workplace bullying and make sure they understand the type of behavior that is unacceptable in the workplace. The effects of workplace bullying The definition of workplace bullying Why do people bully? The consequences of bullying The aggressive nature of bullying Power and control aspects of bullying Why managers are more often bullies Why bullying is sometimes hard to spot Prevention techniques The consequences of bullying The following behavior are covered in the course Inappropriate language, put-downs, insults, and name-calling. Taunting, teasing, or making jokes. Sabotaging another employee's work. Copying, plagiarizing, or stealing work from a co-worker. Deliberately denying co-workers resources. Yelling, screaming, sarcasm, or other verbal abuse. Menacing a co-worker with threatening looks, gestures, and body language. Hazing or initiations that seek to embarrass or humiliate. Unreasonably creating conflict Refusing to work with a co-worker. Physically threatening, shoving, striking, or touching a co-worker. Gossiping or spreading rumors about co-workers. The planting of false information. Using private or confidential information to defame or destroy the reputation of a co-worker. Setting unrealistic standards and deadlines which are unachievable or that are arbitrarily changed without notice or reason. Assigning excessive, unreasonable, and unending amounts of work. Giving unjustly negative performance appraisals. Taking unwarranted disciplinary action. Singling out or treating someone differently Holding a subordinate employee to different standards than his or her peers. Excessive, unneeded, and negative micromanagement. The Effects of Workplace Bullying Employee turnover Lost productivity Low company-wide morale Destroys creativity Cost to employee health Destroys organizational reputation The course includes a full HD video and an employee quiz.
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.