Senate Bill 396 requires anti-harassment training to include information about gender identity, gender expression, and sexual orientation. In this course, we'll discuss the definitions of these terms according to the California Department of Fair Employment and Housing (DFEH). We'll talk about SB 396 and what changed with it. We'll go over protected status and cover workplace requirements giving you what you need to know to comply with California law. Training must be provided once every two years and within six months of an employee being hired into a supervisory role. For more information, contact request@ej4.com.

Sexual harassment as a concept has evolved significantly over the years. In this course,we'll look at the landmark cases that helped define workplace sexual harassment anddiscrimination laws in the United States, which have come a long way. These casesinclude Williams v. Saxbe, Bundy v. Jackson, Anita Hill v. Clarence Thomas, the Tailhookscandal, and Gretchen Carlson v. Roger Ailes. We'll also look into the substantialmonetary damages incurred by the offenders and their organizations. For moreinformation, contact request@ej4.com.

What constitutes sexual harassment at times can seem vague, and in some cases mayeven be considered a matter of opinion. This is likely the reason why sexual harassmentis the most common form of harassment in United States' workplaces. The goal of thisseries is to clear up any confusion and dispel any preconceived notions by highlightingfederal sexual harassment laws. Every employee should clearly understand whatbehavior is considered okay and what crosses a line. Every employee should thoroughlyunderstand the actions they can take if they are a witness to or are a victim ofharassment. And lastly, every employee should fully understand their protections underthe law. For more information, contact request@ej4.com.

Everyone deserves to work in a safe and harassment-free environment, and one of yourresponsibilities as a manager is to make that available to all employees. You set the tone,and you shape the culture, and that's why this course is vital for you. This program willhelp you understand what harassment is, how you can create a culture that helpsprevent it, and what you need to do if an employee comes to you with a concern. Formore information, contact request@ej4.com.

It's important for you to learn to prevent sexual harassment, but It's equally importantthat you're able to recognize sexual harassment and discrimination in the real world. Inthis course, you'll see a series of examples to help you understand your role in thesesituations. After each scenario, we'll talk through the best course of action. You shouldalways report sexual harassment or instances of discrimination to your supervisor andyour Human Resources department. Your company has an obligation to take immediateaction. For more information, contact request@ej4.com.

Your company harassment policy is considered the first step in creating an anti-harassmentculture. It's what federal entities will look at first if your organization facesany harassment claims. So, creating and communicating an effective sexual harassmentpolicy is extremely important to your organization, to say the least. A quality sexualharassment policy can help prevent sexual harassment in the workplace and help youavoid potentially catastrophic lawsuits. In this course, we're going to discuss how to writean effective policy, how to communicate the policy, how to train people on the policy, andhow to hold people accountable to the policy. Always consult an attorney when creatingthese specific policies for your company to ensure that all elements are up-to-date andcomply with local law. For more information, contact request@ej4.com.

Complaints of sexual harassment must be handled swiftly and proficiently. As asupervisor, part of your role may be to assist in or fully conduct an investigation into asexual harassment complaint. According to the Equal Employment OpportunityCommission, or EEOC, there is very strict criteria one must follow in order to participatein the investigatory process. This is very important for you to understand as youinvestigate or assign an investigator. So in this program, we'll talk about what exactly isrequired of an investigator. This includes how to collect evidence, how to interviewwitnesses, and how to conclude an investigation. We'll go over the importance ofobjectivity and finding the truth. Well also discuss protection from retaliation and takingthe appropriate action. For more information, contact request@ej4.com.

This course is a review of the key concepts covered in the California Anti-Harassmentseries. We'll discuss the types of sexual harassment, offensive workplace behaviors, andhow to report harassment if you are the target or a witness to it. We'll go over managerialresponsibilities and the requirements of investigators according to the Equal EmploymentOpportunity Commission, or EEOC. We'll also review writing and communicating a sexualharassment policy and the training requirements for employees. For more information,contact request@ej4.com.

Yes. We're all familiar with sexual harassment. We all likely have preconceived notions of what it looks like, where it occurs, who perpetrators might be, or even targets of harassment. Chances are, what you know or what you think you know about sexual harassment is incorrect, inaccurate, or incomplete. In this course, we're going to provide a general overview of sexual harassment in today's workplace. We'll look at statistics, discuss offenders, targets, and bystanders, and we'll talk about how sexual harassment is REALLY showing up at work. We'll also go over context, the perception gap, and creating a culture of prevention. For more information, contact request@ej4.com.

When we talk about sexual harassment in the workplace, what typically comes to mindare different scenarios or behaviors that make people feel uncomfortable or offended.Often times, these situations occur within a culture that accepts, tolerates, ignores, oravoids these inexcusable behaviors. Companies have a responsibility to protect theiremployees. Promoting zero-tolerance for sexual harassment should be engrained withinyour culture. So where do you start? This course is designed to help you shape yourcompany culture to one that discourages and prevents sexual harassment. We'll discusstopics like language, socializing, business trips, and the importance of training. For moreinformation, contact request@ej4.com.

We've looked at types and categories of sexual harassment, what potential targets cando, and what's expected of bystanders. But what kind of person engages in sexualharassment in the first place? That's what we're going to cover in this program. We'll lookat seven common personality types most likely to engage in sexual harassment. Thenwe'll go over the seven most commonly used methods to harass targets. Being armedwith this information will help you to prevent harassment or call it out when you see it.For more information, contact request@ej4.com.

Sexual harassment is always the complete responsibility of the offender. There's nojustification for sexual harassment in any situation. To understand why certain individualsare targeted, we will go over some common myths concerning sexual harassment in theworkplace. We will also cover things that employees can do to prevent becoming a targetof sexual harassment. Finally, we will discuss why targets of sexual harassment do notreport it, and we'll talk about ways that we can change that within the organization. Formore information, contact request@ej4.com

This program provides the common warning signs seen in victims of sexual harassment.This isn't an all-inclusive list, but knowing these warning signs can help you take care ofyourself, your friends and family, and your coworkers. Remember that everyone reactsdifferently, and someone may exhibit some of these signs or none at all. Regardless ofthe response, being a target of sexual harassment can be a harrowing andpsychologically devastating experience. These are the things we need to look out for. Formore information, contact request@ej4.com.

If you believe that you've witnessed sexual harassment in your workplace, do you knowwhat to do? Do you know who to report it to? Do you know if what you saw is evenreportable? Should you talk to the victim? The perpetrator? This program is designed tohelp you understand what sexual harassment looks like from a bystander's viewpoint andwhat your responsibilities are if you unexpectedly witness harassment. We'll talk aboutthe four-part reactive process of a bystander and how targets of harassment may or maynot react. We'll also discuss how to intervene if you're a witness to sexual harassment. Formore information, contact request@ej4.com.

This program provides a review of the core concepts covered in our series onUnderstanding Sexual Harassment. We'll go over the symptoms of harassment, andreview the different perpetrator personalities and harassment methods. We'll discusshow to report sexual harassment, whether you're a witness or a victim. We'll review thevarious harassment behaviors and warning signs to look out for. And finally, we'll leaveyou with some ways to create a healthy workplace culture. For more information, contactrequest@ej4.com.