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Business / Human Resources

Sexual Harassment Prevention for Managers

Learn how to define, handle, and recognize sexual harassment (Compliant to California's federal and state laws)

Description

Sexual harassment is a constant presence in America's workplaces. To prevent harassment, we need to understand it. For many people, “sexual harassment" is an emotionally-charged topic loaded with confusion and uncertainty.  


This Sexual Harassment Prevention for Managers course is designed to provide a comprehensive explanation of what sexual harassment is, how it can occur in the workplace, current legal positions, and how management can maintain a harassment-free workplace.  


Topics that will be covered in this course include: 

  • Behaviors that constitute sexual harassment
  • Different types of harassment including abusive conduct
  • What constitutes a hostile work environment
  • How to best handle complaints


This course is designed to meet California State Compliant Standards (AB1825 & AB2053). Whether you live or work in California, or have Business relationships with companies in California this course includes specific references to California laws regarding Sexual Harassment training.


**Take Advantage of our extra downloadable supplemental materials. Our .zip file includes PDF versions of our Script, PPT Slides, Quiz Questions, and vocabulary tools to better enhance your understanding.

Full details

Curriculum

  • Overview
    Introduction to Sexual Harassment - Managers
    To prevent harassment, we need to understand it. For many people, "sexual harassment" is an emotionally­ charged topic, loaded with confusion and uncertainty. But with a little insight, sexual harassment can be more readily understood. This lecture will introduce you to the dangers of sexual harassment in the workplace, and the steps you can take as a Manager to prevent it. Topics Covered Include: Sexual Harassment Overview
    2:12
    Sexual Harassment for Managers: Supplementary Materials
    Take advantage of all our extra downloadable supplemental materials. This .zip file includes PDF versions of our Script, PPT Slides, Quiz Questions, and vocabulary tools to better enhance your understanding for Sexual Harassment for Managers Chapters 1 - 11.
    What is Workplace Harassment?
    Harassment is defined as a “course of conduct directed at a specific person, that causes substantial emotional distress in such a person, and serves no legitimate purpose.” Sexual harassment is specifically harassment of a sexual nature. This lecture will discuss the meaning of sexual harassment within the workplace, and well as the threat it poses to an organization. Topics Covered Include: Harassment Supervisors Employees Third Parties
    1:06
  • How It Begins
    Respect in the Workplace
    We each have the responsibility to treat others with respect and an obligation to maintain a workplace that's respectful for all. If you stay aware of your responsibility, and conduct yourself in a professional manner, you will have taken an important step toward eliminating sexual harassment. This lecture will discuss the importance of respect within the workplace, and how it will assist in preventing sexual harassment, Topics Covered Include: Respect in the Workplace Preventing Incidents
    1:10
    How Common is Sexual Harassment?
    On-­the­-job sexual harassment is not a recent problem, although legal liability for it is.Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin. However, the American court system did not decide the first sexual harassment case under Title VII until 1976. This lecture will discuss the commonality of sexual harassment within the workplace and the legal liability attached to it. Topics Covered Include: Title VII of the Civil Right Act of 1964 Harassing a Female Harassing a Male Effects of Sexual Harassment
    3:42
    Legal Implications of Harassment
    Because of its prevalence, sexual harassment has become a dominant concern of employers, schools, and other organizations. It is one of the most litigated areas of the law. Virtually all major companies, government organizations, colleges and universities, and even the military, now have sexual harassment policies in place. This lecture will discuss the legal implications of sexual harassment, and the different types of prevention policies that can be put in place. Topics Covered Include: Sexual Harassment Types of Sexual Harassment Laws
    1:53
    Consequences of Sexual Harassment - Victim
    Effects of sexual harassment can vary depending on the individual, and the severity and duration of the harassment. Often, sexual harassment incidents fall into the category of the "merely annoying." However, many situations can, and do, have life­-altering effects. This lecture will discuss the consequences of sexual harassment on the victim, as well as changes in behavior that may point to sexual harassment. Topics Covered Include: Effects of Sexual Harassment Reasons for Not Reporting Sexual Harassment Sexual Harassment Complaints Harm Caused by Sexual Harassment
    3:28
    Knowledge Check
    This lecture will ask some sample questions.
    0:46
  • Definition of Sexual Harassment
    Variations in Federal and State Law
    In addition to federal laws prohibiting discrimination and harassment, some states have similar — and occasionally stricter — laws. It is important to note that federal law always supersedes state law, unless a state law offers more protection to employees. This lecture will discuss the variations in federal law and state law, as well as the differences between certain states and what they offer. Topics Covered Include: State Laws Equivalent Document
    2:44
    California Law
    All employers are prohibited from harassing employees in the workplace. DFEH defines sexual harassment as harassment based on sex that includes sexual harassment, gender harassment, and harassment based on pregnancy, childbirth, or related medical conditions. This lecture will discuss the California State Laws on Sexual Harassment. Topics Covered Include: California Law Liability Limit Monetary Damage
    3:53
    Maine Law
    This lecture will discuss the required steps a manager in the state of Maine must take to assist in preventing Sexual Harassment. Topics Covered Include: Maine Law Requirements
    2:42
    The State of Sexual Harassment Law
    Because sexual harassment law is still being written, it is up to employers to make sure they stay aware of current policy - both at the state and federal level. Based on the size of the company and the state where a company is located, different regulations may apply. This lecture will discuss the importance of staying up to date with the Laws on Sexual Harassment. Topics Covered Include: Legal Council
    0:31
    Knowledge Check
    This lecture will ask some sample questions.
    0:33
  • Legal Issues
    Sexual Harassment Under the Law
    In the United States, sexual harassment law has developed over the past four decades. Sexual harassment is a form of employment discrimination prohibited under Title VII of the Civil Rights Act of 1964, as amended. It falls under the category of discrimination based on sex. This lecture will discuss the definition of Sexual Harassment under Federal Law. Topics Covered Include: Sexual Harassment Law
    0:37
    Quid Pro Quo
    Quid pro quois Latin for "this for that" or "something for something." It refers to an exchange. In this case, the exchange is between a person in authority and his or her subordinates. One party is asked to provide sexual favors in exchange for something else. This lecture will discuss the role Quid Pro Quo plays in Sexual Harassment, and the real threat that it posses an organization. Topics Covered Include: Quid Pro Quo
    1:54
    Quid Pro Quo Examples
    This lecture will give several examples of Quid Pro Quo, and how it can be used against a victim.
    0:43
    Proving Quid Pro Quo
    A person does not have to prove that they suffered an economic loss — such as being denied a promotion or a raise — to prove quid pro quo sexual harassment. It's enough to show a threat was made or reasonably implied. This lecture will discuss the ways of proving Quid Pro Quo, and how it can be used against a Sexual Harasser. Topics Covered Include: Quid Pro Quo
    0:30
    Hostile Work Environment
    A hostile work environment is one in which unwelcome conduct of a sexual nature creates an intimidating, offensive, or disruptive work environment for one or more members of the company. Examples of this conduct may include: sexually explicit talk or emails, sexually provocative images, comments on physical attributes, or inappropriate touching. This lecture will discuss the meaning of a hostile work environment, and the role it plays in Sexual Harassment. Topics Covered Include: Hostile Work Environment
    3:57
    Federal Law
    In June 2004, the U.S. Supreme Court held that an employer has no legal recourse when a supervisor's unlawful harassment includes an act that causes an employee to quit. In June 2006, the U.S. Supreme Court issued an important decision dealing with retaliation against an employee who has reported or complained about sexual harassment. This lecture will discuss some examples of Federal Law that protect against Sexual Harassment in the workplace. Topics Covered Include: Legal Recourse Federal Law
    2:49
  • Harassing Behaviors
    Categories of Sexual Harassment
    In the workplace, you'll observe harassing behavior expressed through words, actions, touch, symbols, or images. It's necessary to spell these out so that you're aware of what unacceptable behavior is. This lecture will discuss the categories of Sexual Harassment, and what each category looks like so that a manager can better recognize them. Topics Covered Include: Harasing Behaviors
    1:48
    Unwelcome Behavior
    Harassment takes a wide variety of forms from mild to severe. The behavior may range from a harmful joke to physical assault. Whether a particular behavior is defined as illegal harassment depends largely on whether the behavior is unwelcome. This lecture will discuss the meaning of unwelcome behavior, and how it can contribute to sexual harassment.\ Topics Covered Include: Physical Assault Unwelcome Behavior Abusive Conduct Healthy Workplace Bill
    3:30
    Unwelcome Test
    Addressing a co­-worker or student with terms of endearment, such as “honey,” “darling,” or “babe.” Is this welcome, unwelcome, or does it depend? Addressing a co-­worker or student by any of these names may be unwelcome behavior. This lecture will discuss the ways of performing an unwelcome behavior test to make sure behavior is never unwelcome. Topics Covered Include: Unwelcome Behavior Test Guidelines to Avoid Committing Unwelcome Behavior Questions to Ask
    3:55
    Intent vs. Impact
    When dealing with behaviors and choices that could lead to a sexual harassment complaint, your intent is irrelevant. It is only the impact of your choice that has relevance. This could be the impact on the work or school environment, or the offended individual. This lecture will discuss the relationship between intent and impact, and how it can play a role in sexual harassment. Topics Covered Include: Intent vs. Impact
    1:11
    California Intent vs. Impact Example
    This lecture will discuss examples of intent vs. impact.
    1:41
    Lack of Respect
    Harassing behavior shows great disrespect. Nobody is likely to accidentally or deliberately harass someone he or she respects. Despite some claims of oversensitivity, most adults understand the meaning of harassment - just as they know the meaning of teasing. This lecture will discuss the importance of understanding the meaning of harassment when trying to prevent sexual harassment. Topics Covered Include: Respect
    0:32
    Humor
    Most of us love a good laugh. Humor can relieve tension and energize us, but teasing and sarcasm are high-­risk ways of communicating. Does this mean that all fun is out of order in the workplace? Absolutely not. But if the fun is at the expense of another person or group of people, it's risky. This lecture will discuss the risk of teasing and sarcasm within the workplace, and the importance of using caution when joking in the workplace. Topics Covered Include: Humor
    1:04
    The "Reasonable Person" Standard
    If unwelcome behavior of a sexual nature causes someone to take offense, it will be judged based on whether a "reasonable person" would find it offensive. This standard of a reasonable person has arisen from court attempts to interpret what behaviors should reasonably be considered sexual harassment. This lecture will discuss use of the "reasonable person" method, and how it is used to determine whether or not an unwelcome act can be constituted as harassment. Topics Covered Include: Reasonable Person Standard
    1:03
    Severity and Duration
    It is important to remember that there are no hard and fast rules regarding sexual harassment. Each situation must be judged on its own factors, including severity and duration, and viewed from the paradigm of “what would a reasonable person think?” This lecture will discuss role severity and duration play in a sexual harassment case, and the way they can be interpreted differently for each situation. Topics Covered Include: Important Information
    1:36
    California Severity and Duration Examples
    This lecture will give examples of the way severity and duration play a role in sexual harassment.
    3:08
    Favoritism
    This lecture will discuss the dangers of favoritism in the workplace, and how it can be linked to sexual harassment. Topics Covered Include: Favoritism Federal Employment Housing Act
    1:00
    Types of Harassment
    Sexual harassment often involves people of unequal authority, but it can occur between employees of equal rank and among other peers. Peer­-to-­peer harassment is often not difficult to stop. A direct and clear request to the offender to stop the behavior is generally effective. This lecture will discuss the different types of sexual harassment, and how to recognize them. Topics Covered Include: Sexual Harassment Circumstances Stopping Harassment Same Sex Harassment Third-Party Harassment
    3:19
  • Post Accusation
    False Claims
    Both men and women sometimes attempt to file false claims of discrimination or harassment. Their reasons are many: psychological problems, the desire to get back at a manager or co­-workers, the desire to gain status among peers, the attempt to earn money in a lawsuit, or perhaps an attempt to protect their jobs if they are performing poorly. This lecture will discuss the dangers of filing a false claim of sexual harassment. Topics Covered Include: False Claims
    0:40
    Retaliation
    Retaliation or threat of retaliation, against an employee after he or she has complained about or participated in an investigation of harassment is unlawful and can lead to serious consequences. This lecture will discuss the ways a sexual harasser can retaliate against their victim, as well as the ways to defend against retaliation. Topics Covered Include: Retaliation The Past Supreme Court Cases Retaliation
    4:05
    Retaliation Examples
    This lecture will discuss several examples of retaliation.
    1:57
    California Retaliation Examples
    This lecture will discuss several examples of retaliation.
    2:07
  • Discrimination
    Discriminatory Harassment
    Most companies' policies prohibit all forms of discriminatory harassment that are unlawful under applicable local, state, and federal employment laws. Federally prohibited discrimination includes discrimination or harassment based on race, color, religion, gender, age, national origin, disability, and genetic information. This lecture will discuss the definition of discriminatory harassment. Topics Covered Include: Discriminatory Harassment
    0:30
    Protected Classes
    California law prohibits discrimination and harassment based on a wide range of protected classes and characteristics. The California Fair Employment and Housing Act provides protection from harassment or discrimination in employment because of age, ancestry, color, etc... This lecture will discuss the protected classes within sexual harassment prevention under California Law. Topics Covered Include: California Fair Employment and Housing Act FEHA Protected Classes
    3:08
    California Discriminatory Examples
    This lecture will discuss examples of discriminatory actions according to the California Fair Employment and Housing Act.
    3:26
    Case Examples
    This lecture will discuss several examples of actual sexual harassment cases.
    2:36
  • What Managers Can Do
    Preventing Sexual Harassment
    Sexual harassment thrives in environments with a weak reporting structure, authoritarian management, poor morale, or a chaotic physical environment. Perhaps the single most effective strategy for preventing sexual harassment is for all employees to be on the lookout. This lecture will discuss the best ways of preventing sexual harassment in the workplace. Topics Covered Include: Sexual Harassment Prevention Program Preventing Sexual Harassment
    1:23
    Responsibilities of Managers/Employers
    Managers exercise authority on behalf of the employer. This gives them important additional responsibilities regarding unlawful harassment, discrimination, or retaliation. First, all supervisors must exercise their authority to ensure that their workplace is free of any type of illegal harassment. This lecture will discuss the responsibilities a manager has in assisting the prevention of sexual harassment. Topics Covered Include: Take Steps Against Harassment Managers Responsibilities Employers Responsibilities
    2:58
    Discouraging Harassment
    Discourage any behavior which may be discriminatory or harassing; such as offensive remarks or demeaning verbal, written, or visual jokes directed toward individuals or groups. This lecture will discuss the steps a manager can take to discourage harassing behavior. Topics Covered Include: Discouraging Harassment
    0:39
    Taking Action
    The law requires those in positions of authority to take action if they know of, or should have known of, discriminatory behaviors. This means not waiting for a complaint to be filed before taking action. If you become aware of a harassing or discriminating situation, take action immediately to stop the inappropriate behavior. This lecture will discuss the importance of taking action before harassing behavior escalates into something bigger. Topics Covered Include: Take Action
    0:54
    Report Immediately and Follow Up
    When a complaint is brought to a manager's attention, the manager should immediately report it according to the reporting structure outlined in the company's policy and complaint procedure. It is also important to be supportive of complainants, This lecture will discuss the importance of taking immediate action when a complaint is filed. Topics Covered Include: Reporting Following a Complaint
    1:23
    Confidentiality
    If you report an incident of harassment, or ask for help on a question of discrimination, harassment, or retaliation, you are entitled to confidentiality — within certain limits. When an investigation is conducted, those involved will need to be interviewed. Confidentiality will be protected where possible. This lecture will discuss the importance of confidentiality when a case of sexual harassment has been filed. Topics Covered Include: Confidentiality
    0:52
    Managerial Susceptibility
    As a manager, you are particularly susceptible to sexual harassment claims because you are in a position of authority. If an employee directly accuses you of sexual harassment, you should listen carefully to understand what that person is feeling, and why he or she feels your behavior was inappropriate or offensive. This lecture will discuss the ways in which a manager are susceptible to sexual harassment claims, and how to protect against them. Topics Covered Include: If a Formal Complaint is Filed
    1:51
    Supervisor Scenario
    This lecture will discuss a scenario where a supervisor needs to act before a potential harassment situation may arise.
    1:05
    Be Supportive
    As a manager, it is your responsibility to behave toward the victim of harassment with empathy. Empathy is the ability to identify with and understand another's thoughts, feelings, and experiences. This lecture will discuss the importance of having patience and being supportive when dealing with complaints of harassment. Topics Covered Include: Be Supportive Sexual Harassment Cases Victims Emotions Empathetic Approach
    9:28
  • The Costs of Sexual Harassment
    Negative Effects
    Sexual harassment is highly disruptive and unpleasant for all parties involved. It is also very costly in many ways. Everyone in the work group feels its negative effects, and the immediate parties involved may suffer severe losses that cover a wide spectrum. This lecture will discuss the effects sexual harassment can have on the victim, as well as the organization. Topics Covered Include: Effect
    0:22
    Victim Impact
    There is no universal response to sexual harassment; different victims respond differently. One response is for the victim to quit his or her job. Other individuals may stay because they want or need their jobs. Reactions vary greatly and become more drastic as the harassment continues. This lecture will discuss the impact sexual harassment has on the victim. Topics Covered Include: Victim Response Victim Reaction Sexual Harassment Symptoms
    3:07
    Company Impact
    Sexual harassment can have very damaging effects in the workplace environment. It is not unusual for employers to sustain significant, unnecessary losses every year due to workplace harassment. These losses take the form of absenteeism, increased staff turnover, and reduced productivity. This lecture will discuss the impact sexual harassment can have on a company. Topics Covered Include: Company Impact
    0:40
    Employee Impact
    One group that is often overlooked when discussing the effects of sexual harassment is non-­victim employees. These individuals can also feel the negative impact of harassment, sometimes to devastating effect — for themselves and for the company. This lecture will discuss the impact of sexual harassment on other employees. Topics Covered Include: Non-Victim Employee Impact
    0:31
    What If You Experience Harassment?
    Sexual harassment and harassment based on any protected category is illegal and unacceptable in the working environment. Most companies have policies and support structures to enable every employee works in an environment free of harassment. If you experience sexual or discriminatory harassment at work, there are some guidelines you should follow. This lecture will discuss the steps you should take if you experience sexual harassment. Topics Covered Include: Guidelines File a Lawsuit
    2:58
    Knowledge Check
    This lecture will ask some sample questions.
    0:41
  • Policy and Procedure
    Prevention Policy
    Everyone plays a role in forming a healthy and productive working environment free of harassment. The law places part of that requirement on the employer. As an employer, there are reasonable preventive measures that can be taken to address workplace harassment. This lecture will discuss the steps an employers must take to put a prevention policy in place, to protect against sexual harassment. Topics Covered Include: Healthy Working Environment Anti-Harassment Policy
    2:55
    Complaint Procedures
    To ensure that harassment issues are handled consistently, confidentially, and promptly, companies should establish — and clearly communicate — a formal complaint procedure. This way, employees can feel comfortable bringing grievances to management's attention secure in the knowledge that their complaints will be handled appropriately. This lecture will discuss the importance of putting a complaint policy in place. Topics Covered Include: Formal Complaint Procedure Guideline for Establishing a Complaint Policy
    1:39
    Investigation Procedures
    In order to ensure that complaints of sexual harassment are handled directly, employers should have a formal investigation procedure in place. This starts by designating an investigation official. A person who is trained in conducting workplace investigations should be appointed to spearhead all investigations of harassment. This lecture will discuss the importance of having an investigation procedure in place. Topics Covered Include: Formal Investigation Procedure Investigations
    0:42
    Remedies for Victims
    When someone is the victim of sexual harassment, it is essential to prevent a recurrence of the event. But the original incident has happened and cannot be undone. Yet companies can offer certain remedies.These actions —which are often financial in nature — are intended to help the victim cope with the event. This lecture will discuss the remedies that can be offered to a victim of sexual harassment. Topics Covered Include: Remedies for Victims Legal Matter
    1:21
    Statute of Limitations
    This lecture will discuss the statute of limitations in California.
    1:01
    Prevention Program
    Every employer should develop a harassment prevention program. The primary goal of such a program is to help shield employees from physical and emotional harm. But a well­-defined program can also help an employer avoid potential legal actions and help protect the company's reputation. This lecture will discuss the importance of having a prevention program in place against sexual harassment. Topics Covered Include: Harassment Prevention Program
    0:23
    Knowledge Check
    This lecture will ask some sample questions.
    0:43
  • Conclusion
    Sexual Harassment Summary
    This lecture will take you through some of the key points covered throughout the second portion of this section.
    0:41

Skills

  • Personal Safety
  • Employee Relations

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