Sexual Harassment is illegal. We're all against it. But, nothing good happens about this topic unless it is openly discussed and everyone takes a stand. The U.S. Supreme Court has "strongly suggested" that every employer in America take action. This class is the way we begin the discussion with each and every employee of our organization. Watch, learn, and take a stand.

Managers have a legal duty to not only report instances of illegal harassment, but they also have a legal duty to "adequately supervise." What does this mean? Do supervisors have a responsibility to report sexual harassment that they know about? The answer is, "Yes." Can supervisors be held liable for sexual harassment that they "should have known about"? Learn here.

We're not lawyers and we don't give legal advice. One thing is for sure though, if you don't have a sexual harassment policy, you'll be talking to a lawyer sooner, rather than later. The U.S. Supreme Court has sent us a message to have a sexual harassment policy and make sure it is communicated well to all employees.

Eliminate corporate liability and improve quality of work life by managing harassment situations when they occur. In this course, we'll discuss what goes into investigating complaints. We'll go over how to stop the harassment and how all employees are protected from retaliation.

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.

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

If there is one thing you want to avoid, it is a discrimination charge. Not only is it important from a legal standpoint, but also your employment practices define you as a company. There are five keys you need to know that will aid you in being a lawful and ethical employer. These five keys will help you to avoid a potentially catastrophic lawsuit that could come from one of your employees or applicants for employment.

What is discrimination? What are the protected classes? What laws do we need to know to make sure we stay compliant? All great questions and all of them will be addressed, right here, right now.

A lot of people think diversity is about being politically correct or saying things in a way that doesn't offend someone. It's not just that. It's about a whole host of factors: personal, professional, and social. Let's talk about facilitating a discussion on diversity with your employees.

The Fair Labor Standards Act, or FLSA, was originally passed in 1938 and is enforced by the United States Department of Labor. You may know that the Act establishes standards regarding two items: minimum wage and overtime pay, but FLSA also establishes standards for employer recordkeeping and youth employment. In this program, we'll answer some common questions regarding FLSA, including who is covered, the differences between exempt versus nonexempt employees, the current minimum wage, overtime pay, workweeks, and age restrictions.

The Fair Labor Standards Act, or FLSA, was originally passed in 1938 and is enforced by the United States Department of Labor. The Act establishes standards effecting employees in the private and government sectors regarding minimum wage, overtime pay, recordkeeping, and youth employment. Remember that some states may have minimum wages that are higher than the federal minimum wage, or have different standards for overtime pay. It's crucial to know your state and local laws. In this course, we'll focus on what the federal law covers. We'll also answer some common questions regarding FLSA, including who is covered, the differences between exempt versus nonexempt employees, exceptions to the current minimum wage, overtime pay, workweeks, and age restrictions.

What is family and medical leave? How does it work? Who qualifies? And does it apply at my workplace? These are the most common questions about the Family and Medical Leave Act, and we'll answer them here.

What is family and medical leave? How does it work? Who qualifies? And does it apply at my workplace? These are the most common questions about the Family and Medical Leave Act, and we'll answer them here.

Do you have a disability? Or history of a disability? Or a relationship with someone who has a disability? If you answered yes to any of these, you are most likely protected by The Americans with Disabilities Act and its amendment. This course goes through the basic information on who qualifies and what protections it provides.

Even well-intentioned employers can struggle when trying to treat people with disabilities equally with others. Oftentimes, it's unclear what to do, what to ask, and what to avoid. This course will shed some light. We'll start with a look at the Americans with Disabilities Act and the Americans with Disabilities Amendments Act. Then, we'll define disability and reasonable accommodation, before wrapping up with a list of practical do's and don'ts.

Military families face unique challenges and stressors. When a family member is deployed, on duty, or injured in the line of duty, employees must make important decisions regarding childcare, finances, medical treatment, and more. In such trying times, balancing the needs of the family with the demands of the workplace is very difficult. In 2008, the Family and Medical Leave Act was amended to help military families in situations like these. In this course, we'll discuss who qualifies, the types of leave that fall under Military FMLA, the process of requesting leave, and what happens after taking Military FMLA.

Enacted in 1993, the Family and Medical Leave Act, or FMLA, provides certain employees with up to 12 weeks of unpaid and job-protected leave per year. It is enforced by the Department of Labor. In 2008, the FMLA was amended to include Military Leave based on the National Defense Authorization Act. In this course, you'll learn more about the military leave included in the FMLA amendment and how it impacts you as an employer. We'll discuss eligibility, types of leave, the process for requesting leave, and what happens when an employee returns to work. We'll also go over some possible scenarios that may arise in the workplace.

You've probably heard the saying, "You can't teach an old dog new tricks." Unfortunately, this is an attitude that prevails at many workplaces: older employees are often undervalued. The Age Discrimination in Employment Act, or ADEA, makes it illegal to discriminate against any person who is 40 years or older because of his or her age. Any workplace with more than 20 employees must be ADEA-compliant. In this course, we'll go over some different ways that discrimination takes place and we'll discuss what is protected under the law. We'll also talk about ADEA waivers: what they are, what purpose they serve, and what you should do if you've been asked to sign one.

You've probably heard the saying, "You can't teach an old dog new tricks." Unfortunately, this is an attitude that prevails at many workplaces: older employees are often undervalued. The Age Discrimination in Employment Act, or ADEA, makes it illegal to discriminate against any person who is 40 years or older because of his or her age. Any workplace with more than 20 employees must be ADEA-compliant. In this course, we'll discuss what exactly is covered under the law, from job ads to benefits to retirement. We'll also talk about ADEA waivers and their specific requirements.

Even though the Pregnancy Discrimination Act was passed in 1978, discrimination due to pregnancy is still a big problem in the United States. In 2016, the Equal Employment Opportunity Commission (EEOC) received 3,486 charges of pregnancy discrimination, resulting in monetary rewards of $15.5 million. You may be wondering what the Pregnancy Discrimination Act is and what your rights are as an employee if you or someone you care about becomes pregnant, gives birth, or has a pregnancy-related condition. This course will help answer those questions. We'll talk about hiring, firing, promotion, and benefits. We'll also discuss accommodations, leaves of absence, and the Family and Medical Leave Act (FMLA).

It's estimated that 75% of working women will become pregnant at some point during their careers. As a manager, it's imperative that you understand and comply with the Pregnancy Discrimination Act. The Pregnancy Discrimination Act, or PDA, is a federal law that was passed in 1978 to help end discrimination because of pregnancy, childbirth, or related medical conditions. This act states that it's illegal to treat women differently than other applicants or employees based on their pregnancy-related condition. Even though the act was passed more than 30 years ago, discrimination because of pregnancy is still a big problem in the United States. In fact, in 2016, the EEOC received 3,486 charges of pregnancy discrimination with monetary rewards of $15.5 million. Let's talk about your responsibilities under PDA as an employer.

For those in the armed services who also have civilian jobs, being called to active duty can be a stressful time. Making preparations to serve one's country often brings worries about one's family, career, or the future in general. If you find yourself wondering what would happen to your job if you were called away for military service, take heart. There is a law in place that protects your employment rights. It's USERRA, the Uniformed Services Employment & Reemployment Rights Act. The Veterans' Employment and Training Service, through the Department of Labor, administers and enforces this Act. In this program, we'll discuss the benefits of this act, who is covered, and how coverage is impacted by length of service and injury or illness.

The United Services Employment and Reemployment Act, also called "USERRA," was passed in 1994. It's important legislation that protects military service members, helping ensure that their career won't be adversely impacted by their service to our country. Transitioning from a civilian job to active duty and back can be stressful for members of the armed services. USERRA was passed to help minimize these worries as well as the possible disadvantages service members could face when they are returning from service. As an employer, it's essential that you understand how USERRA works in terms of benefits. You could be at risk for a USERRA-related lawsuit if you reject or dissuade an employee from submitting a request. In this program, we'll discuss what is required of you, an employer, when working with service members. We'll go over service member's rights. We'll talk about how to restore service members to their jobs, the "escalator principle," training, job benefits, and who is covered by USERRA.

Equal pay for equal work. If two people are doing the same job for the same company, they should be paid the same, whether they are men or women, right? Unfortunately, this isn't always the case. Historically, women have been paid less than men for doing the same job. This is called the "gender wage gap." It was a big problem in 1963, when President Kennedy signed the Equal Pay Act. It's still a problem today, over 50 years later. In 2015, the U.S. Census Bureau found that for full-time, year-round workers, women made about 80 cents for every dollar earned by men. In this course, we'll take a closer look at the protections provided by the Equal Pay Act, or EPA. We'll also look at the steps you should take if you feel you have been discriminated against.

In 1963, President Kennedy signed the Equal Pay Act, making equal pay for equal work, regardless of gender, the law of the land. Nevertheless, over 50 years later, the gender wage gap endures. In 2015, the U.S. Census Bureau found that for full-time, year-round workers, women made about 80 cents for every dollar earned by men. As a manager, it's important for you to know that the gender wage gap is real, and it is illegal. The Equal Pay Act of 1963 requires men and women be given equal pay for equal work in the same establishment. To learn more about these requirements, let's take a closer look at what the EPA means by equal pay, equal work, and the same establishment.

The Form I-9 is managed by the U.S. Department of Homeland Security's division of U.S. Citizenship and Immigration Services (USCIS) and it verifies a new hire's identity and authorization to work in the United States. In January 2017, the new I-9 form became mandatory for all employers. What does this mean for you? How should you be using it? In this course, we'll cover these answers and discuss each section of the form. We'll also go over which identification and work authorization documents are okay to accept. Lastly, this course will provide information regarding previously filed I-9 forms, reverification, what to do after the form is completed, and how the new I-9 form differs from the old one.

When the time comes, make sure you are firing people not only for the right reasons, but perhaps more importantly, firing them legally.

At some point you'll have an open position on your team, and you will need to hire someone. You need to hire the best qualified candidate. The truth is, hiring the right employee is hard work.

As a hiring manager, you'll probably have to check up on potential employees. This could include background checks or reference checks. Hiring the wrong employee can cost your organization plenty of time and money. Checking up on candidates' references is a critical step in the hiring process.

Workplace violence is becoming more and more common. This is a conversation about steps you can take before anything violent occurs in the workplace.

Hopefully you never have to deal with a substance abuse issue in the workplace, but as a manager you probably will. Dealing with these kinds of issues is not simple. Your organization should have some sort of drug policy in place.

Back in 1990, the Supreme Court defined retaliation; saying that an employer may not fire, demote, harass or otherwise "retaliate" against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination. We will look at what retaliation means to you and your workforce.

The Fair Labor Standards Act has been around for years. Yet employers in every state violate provisions of this law every year and pay dearly for their mistake. Learn what this law is all about and how it might change the way you think about some of your employees, their rates of pay and the hours that they work.

The Fair Labor Standards Act, or FLSA, was originally passed in 1938 and is enforced by the United States Department of Labor. The Act establishes minimum wage, overtime pay, recordkeeping and youth employment standards affecting full-time and part-time workers in the private and government sectors. Let's talk about Work hours and overtime!

To be legal, smart, and very organized about your interviewing process, you need to use an interviewing checklist for hiring a new employee or promoting a current one. Hopefully, using this checklist will get you a better person for the position.

It's never a good day when you have to let someone go. That's why having a termination checklist will keep you organized and on task.

Workplace bullying is a big problem. The idea of controlling workplace bullies was something to do for practical reasons, but not for legal reasons. That's changing. Currently, there are 26 States and two territories that have introduced a healthy workplace or anti bullying bill.

Have you hired any criminals, liars, or cheats lately? And what happens when you do? As you've probably found out, it can cost you money and hurt the reputation of your company. These are things that can be avoided if you do background checks.

We've looked at types and categories of sexual harassment, what potential targets can do, and what's expected of bystanders. But what kind of person engages in sexual harassment in the first place? 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.

Sexual harassment is always the complete responsibility of the offender. There's no justification for sexual harassment in any situation. To understand why certain individuals are targeted, we will go over some common myths concerning sexual harassment in the workplace. 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.

Welcome back to our series on stopping sexual harassment. In this program we're going to focus on the different levels of harassment. This program discusses what sexual harassment looks like from a bystander's viewpoint, what your responsibilities are as a bystander, and what to do if you see harassment happening. Remember, if you witness sexual harassment, you're automatically involved. Staying silent means you're part of the PROBLEM, so we want to give you the tools to recognize, intervene, and report when necessary so that you can be a part of the SOLUTION. 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.

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.

We've talked a lot about the explicit things that are unacceptable in the workplace. 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.

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. If anything here seems brand new to you, then don't hesitate to go back and review the associated course. This information is important and knowing it is a priority.

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

This is a diversity series, but it's different than what you've probably seen in the past. Instead of discussing legalities, tolerance, or political correctness, we're going to talk about why diversity is a beneficial and necessary part of today's workforce.

Are you open to people who are different to you? Or are you a little leery at first? For most people, their attitude about diversity fits somewhere on what we call the diversity continuum. In this course, we'll go through each level and provide an example of it.

This course looks at the mistake of stereotyping. We'll start with a definition and then explore the problem. We'll end with what we can do to fix it.

What happens when we discriminate and stereotype? When we allow biases to impact our work? We'll address these questions. Then we'll explore the opposite, which is the wonderful world of inclusion! We'll go through the psychology and benefits of this important practice.

You may be wondering, does diversity pay off? Is it really worth pursuing, and embracing? We'll explore those questions here, and provide an emphatic "Yes!" with specifics to back it.