In January 2019, California's employment bill SB 1343 went into effect. It expands the mandated sexual harassment training requirements, and as an employer, it likely applies to you and your company. In this program, we'll go over the things you need to be aware of as you put your training plan in place, This includes the new rules regarding biennial training for all employees, not just supervisors. We'll cover the topics that must be included in your harassment education and the deadlines for this mandated training. For more information, contact request@ej4.com.

In this course, we'll go over Senate Bill 396, what changed with it, and what you need to know to comply with California law.

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 and discrimination laws in the United States.

Sexual harassment isn't a new term for most of us. In fact, you may have numerous preconceived notions about sexual harassment. In this course, we're going to work on dispelling any preconceived notion, and replace your ideas with facts, so you help protect yourself and your colleagues against sexual harassment at work.

This program deals with sexual harassment and retaliation in California workplaces, but it's specifically designed to address your responsibilities as a manager. This program will help you understand what harassment is, how you can create a culture that helps prevent it, and what you need to do if an employee comes to you with a concern.

It's important for you to learn to prevent sexual harassment. But it's equally important that you are able to recognize sexual harassment and discrimination in the real world. In this course, you'll walk through a series of examples to help you discern and understand your role in these situations.

In this course, we're going to focus on creating and communicating an effective sexual harassment policy. You'll learn how to write an effective policy, communicate and train on the policy, and hold people accountable to it. This is important because your company policy is considered the first step in creating an anti-harassment culture. It's also what federal entities will look at first if your organization faces any claims.

In this course, we'll talk about what's required of an investigator, how to collect evidence, how to interview witnesses, and how to conclude an investigation.

This course is a review of key concepts covered in the Anti-Harassment Series.

You're likely already familiar with the legal definitions of sexual harassment. These programs are designed to apply that legal knowledge to your actual work environment with a practical and behavioral perspective so you can identify and stop harassment before it begins. In this course, we'll provide an overview of sexual harassment in today's workplace. We'll look at statistics, discuss offenders, targets, and bystanders. We'll also go over context, the perception gap, and creating a culture of prevention.

We've talked a lot about the explicit things that are unacceptable in California workplaces. But there are a lot of gray areas that can give rise to a culture that allows sexual harassment to happen and thrive. It's your job, regardless of your position within your organization, to foster a healthy work environment for everyone. In this course, we're going to cover some best practices, as well as some strategies for avoiding common pitfalls.

What kind of person engages in sexual harassment? That's what we're going to cover in this program. We're going to look at seven common personality types most likely to engage in sexual harassment: The Clown, The In-Your-Face and In-Your-Space Coworker, The Gossip, The Braggart, The Inappropriate Inquirer, The Party Animal, and The Dirty Decorator. Then, we'll go over the seven most commonly used methods to harass targets: The Boss, The Mentor/Counselor, The Club Leader, The Pretender, The Opportunist, The Pest, and The Bully.

In order to understand why certain individuals are targeted, we will go over some common myths concerning sexual harassment. We will also cover things that employees can do to prevent becoming a target of sexual harassment. Finally, this program will discuss why targets of sexual harassment do not report it, and we'll talk about ways that we can change that within the organization.

Being a target of sexual harassment can be a harrowing and psychologically devastating experience. It's important for colleagues, supervisors, and even friends or family to know some common signs exhibited by targets of sexual harassment. This isn't an all-inclusive list, and some targets of sexual harassment may not showcase any of these. But knowing these warning signs can help you take care of yourself, your friends and family, and your coworkers.

In this course, we'll go over what sexual harassment looks like, how targets may or may not react, and the four-part reactive process of a bystander. We'll also discuss how to intervene if you're a witness to sexual harassment.

We've covered a lot in these programs, and we hope you've learned a lot about your role in preventing sexual harassment. In this, our last course, we'll touch one last time on the core concepts.

The idea of controlling workplace bullies was something to do for practical reasons but not for legal reasons. That's changing.

When you think of harassment in the workplace what comes to mind? Most of us are familiar with harassment and discrimination, meaning we know what it is and that we shouldn't do it. But have you ever thought about why a person harasses? What goes on in their mind to make them think their behavior is ok? And what about the employee who gets harassed is there something about them that makes them harassable?

Confused yet? Don't worry. We're not done. We've prepared several scenarios to help you understand your role in many situations involving harassment and discrimination. We'll take a look at each scenario and then review the correct answer.