A definition of unlawful sexual harassment under the Fair Employment and Housing Act and Title VII of the federal Civil Rights Act of 1964.
A definition of other forms of harassment as agreed with the Client prior to the training class including how harassment of an employee can cover more than one basis.
FEHA and Title VII statutory provisions and case law principles concerning the prohibition against and the prevention of unlawful sexual harassment in employment.
The types of conduct that constitute sexual harassment.
Remedies available for sexual harassment.
Strategies to prevent sexual harassment in the workplace.
‘Practical examples,’ such as factual scenarios taken from case law, news and media accounts, hypotheticals based on workplace situations and other sources which illustrate sexual harassment, discrimination and retaliation using training modalities such as role plays, case studies and group discussions.
The limited confidentiality of the complaint process.
Resources for victims of unlawful sexual harassment, such as to whom they should report any alleged sexual harassment.
The employer’s obligation to conduct an effective workplace investigation of a harassment complaint.
Training on what to do if the supervisor is personally accused of harassment. The essential elements of an anti-harassment policy and how to utilize it if a harassment complaint is filed. Either the employer’s policy or a sample policy shall be provided to the supervisors.
Note: Regardless of whether the employer’s policy is used as part of the training, the employer must give each supervisor a copy of its anti-harassment policy and require each supervisor to read and to acknowledge receipt of that policy.
A definition of other forms of harassment as agreed with the Client prior to the training class including how harassment of an employee can cover more than one basis.
FEHA and Title VII statutory provisions and case law principles concerning the prohibition against and the prevention of unlawful sexual harassment in employment.
The types of conduct that constitute sexual harassment.
Remedies available for sexual harassment.
Strategies to prevent sexual harassment in the workplace.
‘Practical examples,’ such as factual scenarios taken from case law, news and media accounts, hypotheticals based on workplace situations and other sources which illustrate sexual harassment, discrimination and retaliation using training modalities such as role plays, case studies and group discussions.
The limited confidentiality of the complaint process.
Resources for victims of unlawful sexual harassment, such as to whom they should report any alleged sexual harassment.
The employer’s obligation to conduct an effective workplace investigation of a harassment complaint.
Training on what to do if the supervisor is personally accused of harassment. The essential elements of an anti-harassment policy and how to utilize it if a harassment complaint is filed. Either the employer’s policy or a sample policy shall be provided to the supervisors.
Note: Regardless of whether the employer’s policy is used as part of the training, the employer must give each supervisor a copy of its anti-harassment policy and require each supervisor to read and to acknowledge receipt of that policy.
Sexual Harassment Training Content
Law Offices of Erin Booth
APC
Copyright © Law Offices of Erin Booth APC - 2008
Training Class Includes:
Phone: 858-232-4985 Fax: 858-408-3237