Mandatory Harassment Prevention Training

Size: px
Start display at page:

Download "Mandatory Harassment Prevention Training"

Transcription

1 Mandatory Harassment Prevention Training By: CalChamber Employment Law Counsel What You Should Know About AB 1825 Training Mandates Complying with California employment law can be complicated. Even the most seasoned employment law expert may have to ask for clarification to understand what the law actually requires. For that reason, CalChamber created this AB 1825 white paper to provide information about which employers are covered, who must be trained, how often the training must be done and record-keeping requirements. Additionally, you ll find a checklist that will help you determine the most effective training for your company. What Is AB 1825 And Which Employers Must Comply? Since 2005, California companies with 50 or more employees must provide two hours of interactive sexual harassment prevention training to supervisors within six months of hire or promotion, and every two years thereafter. The 50 employee or more threshold includes full-time, part-time and temporary workers who are working anywhere in the world. You must include all employees and contractors, including those that reside or work outside of California. Under the regulations for AB 1825, having 50 or more employees means employing or engaging 50 or more employees or contractors for each working day in any 20 consecutive weeks in the current calendar year or preceding calendar year. If your business expands to 50 employees and/or contractors and becomes subject to this California law, you must provide training to supervisors within six months of their eligibility and every two years thereafter. Similarly, if you are a newly created business with 50 or more employees and/or contractors, you must provide training to supervisors within six months of your establishment and then every two years thereafter. Beginning January 1, 2015, employers are also required to include a component on the prevention of abusive conduct in their mandatory harassment prevention training. Abusive conduct is specifically defined by the law. You will want to make certain that any training your company provides after January 1, 2015, contains a component on the prevention of abusive conduct as defined by the law. Which Employees Must Be Trained? The law mandates training for supervisors. For purposes of AB 1825, a supervisor is defined under Government Code Section as an individual who has authority to exercise independent judgment to: Hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward or discipline other employees; Direct the work of other employees or adjust their grievances; or Effectively recommend any of these actions. Page 1

2 How Are employers Required To Track Training Compliance And Course Completion? Employers are permitted to use one or a combination of the following tracking methods to track compliance: Individual Tracking: An employer may track its training requirement for each supervisory employee on an individual calendar by measuring the every two years requirement from the date of completion of the last training of the individual supervisor.»» Individual Tracking example: An employer hires a new supervisor on April 15, 2011, who received harassment prevention training on September 22, 2011 meeting the training requirement of within six months of hire or promotion. That supervisor must be re-trained by September 21, 2013, to satisfy the every two years requirement. Training Year Tracking: An employer may designate a training year in which it trains its supervisory employees. Employers following the training year method must retrain all supervisors every two years, by the end of the designated training year. This requirement applies to newly hired or promoted supervisors who received training in the prior year.»» Training Year Tracking example: An employer trained all of its supervisors in 2011 and sets 2013 as the next training year. An employee was promoted to supervisor on February 5, 2012, and received the initial training on June 10, 2012 meeting the training requirement of within six months of promotion or hire. That supervisor must be re-trained by December 31, 2013, to align with the company s training year schedule. Newly hired supervisors who have received anti-harassment training from their previous employer prior to their new employment may fall under duplicate training : The AB 1825 regulations allow employers to accept the employee s previous employer s training as valid and schedule the individual training based on the prior training date. However, it will be the responsibility of the new employer to prove that the prior training was sufficient and meets the legal requirements of AB Additionally, within six months of being hired or promoted, the supervisor must read and acknowledge receipt of the new employer s anti-harassment policy. Note: Employers may use either the Individual Tracking, Training Year Tracking or a combination of both. What Documentation And Record Retention Are Required Of Employers? The regulations also state that AB 1825 compliant training completion documentation must include: The name of the person trained The date of training The type of training The name of the training provider Note: Employers must retain these records for a minimum of two years and be able to provide copies upon request. Page 2

3 How Do In-Person Training And E-Learning Training Compare? Since AB 1825 went into effect in 2005, the market for harassment prevention training has grown considerably, and employers have more choices than ever. Although there are a variety of options, harassment prevention training typically falls into two main categories: inperson and e-learning. AB 1825 regulations define e-learning as any computer based training. It is most commonly referred to as online training. The following chart offers a side-by-side comparison of the criteria that usually factors in during a decision making process. Flexibility In-person training Must be scheduled in advance; must be rescheduled for those who can t attend; risk having employees miss training deadlines (whether individual tracking or training-year tracking is used) Online training Employees can train at any time and at a moment s notice; administrators can easily monitor, remind and track course completion Cost Averages about $85-$100 per trainee Course costs an average of about $32-$40 per trainee Effectiveness Interactive Company Specific Varies depending on the course instructor, room environment, curriculum and level of engagement Allows for a personalized experience through interactivity and verbal discussions Trainers will tailor the course outline and materials for the company *Evaluation of Evidence Based Practices on Online Learning, U.S. Department of Education, A U.S. Dept. of Education study shows that on average, students in online learning conditions performed better than those receiving face-to-face instruction* High interactivity through quizzes and videos throughout the course to test the learning and retention of each learner Companies can usually upload their company policy in the course to offer a more customized appearance Note: Companies that choose in-person training can opt to use an online training course to supplement their training program. This training combination enables companies to provide convenient individual online training to new or promoted supervisors within the required timeframe but without the coordination efforts needed for an in-person class. AB 1825 Harassment Prevention Checklist When reviewing a harassment prevention training course, use this checklist to make sure that you have the all the needed information about the course, curriculum and trainers to help you determine the most effective training for your company. Page 3

4 1. Course Qualifications When reviewing an AB 1825 course you will want to make sure that the course and curriculum meet the following criteria. Does the course: Provide a minimum of legally required two hours of training (either in a classroom, a webinar or online through an e-learning program)? Provide legally required interactivity either through discussions or quizzes? Have a qualified expert available to answer questions, whether face-to-face or via ? Administrative convenience: Does the online course feature a bookmarking option that allows learners to stop and restart in the same spot? (not a regulation requirement) 2. Curriculum Content Qualifications As you review the course, make sure that it contains each of the following AB 1825 required components. Does the curriculum offer: A definition of unlawful sexual harassment under California s Fair Employment and Housing Act (FEHA) and Title VII of the federal Civil Rights Act of 1964, as well as additional definitions, training and discussions of other forms of harassment covered by FEHA? An explanation of FEHA and Title VII statutory provisions and case law principles concerning the prohibition against and the prevention of unlawful sexual harassment, discrimination and retaliation in employment? Examples of conduct that constitute sexual harassment, including practical examples that show true-tolife scenarios from case law, news and media accounts; hypothetical situations based on possible workplace interactions; and other sources that illustrate sexual harassment, discrimination and retaliation through the use of role play, case studies and group discussions? Remedies available for sexual harassment? Strategies to prevent sexual harassment in the workplace? An explanation of the limited confidentiality of the harassment complaint process? A listing of resources for victims of sexual harassment, and the steps they should take to report any alleged sexual harassment? An explanation of 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? A definition of anti-harassment policy and how to utilize it if a harassment complaint is filed? A discussion on the prevention of abusive conduct, as defined by the law? Inclusion of a sample policy whether generic or company specific? Page 4

5 3. Qualified Trainers Check your trainer s credentials to make sure that the in-person or webinar presenter is qualified. If you use an online course, confirm that the material was created and written by a qualified trainer. The trainer must be either: An attorney admitted for two or more years to the bar of any state in the United States and whose practice includes employment law under FEHA and/or Title VII of the federal Civil Rights Act of A human resources professional or harassment prevention consultant with a minimum of two years of practical experience in sexual harassment prevention training; responding to sexual harassment complaints; conducting investigations of harassment complaints; and advising employers or employees regarding discrimination, retaliation and sexual harassment. A professor or instructor in a law school, college or university with a post-graduate degree or California teaching credential, and either 20 instruction hours or two or more years of experience teaching employment law under FEHA and/or Title VII of the federal Civil Rights Act of Additional qualifications should include in-depth knowledge of: What unlawful harassment, discrimination and retaliation are as defined by California and federal law. What steps to take when harassing behavior occurs in the workplace. How to report harassment complaints. How to respond to a harassment complaint. The employer s obligation to conduct a workplace investigation of a harassment complaint. What constitutes retaliation and how to prevent it. Essential components of an anti-harassment policy. The effect of harassment on harassed employees, co-workers, harassers and employers. CalChamber Can Help! If you are not yet a member, start a 15-day trial of HRCalifornia for more information on California employment laws and HR compliance. Visit HRCalifornia.com/freetrial. To learn more about CalChamber resources, just call our Customer Service Representatives at (800) , Monday through Thursday from 8 a.m. to 5 p.m. PT., and Friday from 8 a.m. to 4 p.m. PT. California Chamber of Commerce v Page 5

Presenting CalChamber s California Harassment Prevention OnlineTraining

Presenting CalChamber s California Harassment Prevention OnlineTraining Presenting CalChamber s California Harassment Prevention OnlineTraining What you should know about AB 1825 training mandates Complying with California employment law can be complicated. There are so many

More information

Fair Employment and Housing Commission. Text of Modified Regulations. 7288.0 Sexual Harassment Training and Education

Fair Employment and Housing Commission. Text of Modified Regulations. 7288.0 Sexual Harassment Training and Education STATE OF CALIFORNIA - STATE AND CONSUMER SERVICES AGENCY FAIR EMPLOYMENT & HOUSING COMMISSION 455 GOLDEN GATE AVENUE, SUITE 10600 SAN FRANCISCO, CA 94102-3660 TEL: (415) 557-2325 FAX: (415) 557-0855 www.fehc.ca.gov

More information

FEHC Regulations for AB1825 Prevention of Sexual Harassment Training

FEHC Regulations for AB1825 Prevention of Sexual Harassment Training FEHC Regulations for AB1825 Prevention of Sexual Harassment Training The following discusses the requirements of AB 1825 (Gov Code section 12950.1) as clarified by the Fair Employment & Housing Commission

More information

Basic Provisions of California s AB 1825

Basic Provisions of California s AB 1825 Legal Brief: AB 1825 Sexual Harassment Training Mandates AB 1825 (California s sexual harassment training law) is the first law of its kind to actually detail the requirements for effective sexual harassment

More information

Mandatory Sexual Harassment Prevention Training Regulations and Expanded Leave Benefits for Military Families

Mandatory Sexual Harassment Prevention Training Regulations and Expanded Leave Benefits for Military Families Mandatory Sexual Harassment Prevention Training Regulations and Expanded Leave Benefits for Military Families Association of Corporate Counsel Sacramento Chapter May 15, 2008 Jeff Frost, Associate Counsel

More information

Workplace Harassment

Workplace Harassment Workplace Harassment In 2012 alone, the US Equal Employment Opportunity Commission ordered that $365,400,000 (that s 365.4 million dollars!) be paid out for discrimination and harassment charges. No wonder

More information

Effective and Interactive Sexual Harassment Training

Effective and Interactive Sexual Harassment Training Effective and Interactive Sexual Harassment Training Presented by: Stephen Anderson Anderson-davis, Inc. 877-234-1350 WHAT YOU WILL LEARN During this presentation you will learn: How to effectively use

More information

Connecticut Law: Sexual Harassment Prevention Training and Posting Requirements

Connecticut Law: Sexual Harassment Prevention Training and Posting Requirements Connecticut Law: Sexual Harassment Prevention Training and Posting Requirements Connecticut General Statutes Sec. 46a-54. Commission powers [Commission on Human Rights and Opportunities]. The commission

More information

In-Depth, Branded HR e-learnings. www.hranswerlink.com. Webinar Catalog

In-Depth, Branded HR e-learnings. www.hranswerlink.com. Webinar Catalog In-Depth, Branded HR e-learnings 2015 www.hranswerlink.com Webinar Catalog Your clients have a lot of worries. HR shouldn t be one of them. Now you can deliver to your clients and prospects live, interactive

More information

NORTH CAROLINA WESLEYAN COLLEGE POLICY ON GENDER DISCRIMINATION AND SEXUAL HARASSMENT

NORTH CAROLINA WESLEYAN COLLEGE POLICY ON GENDER DISCRIMINATION AND SEXUAL HARASSMENT NORTH CAROLINA WESLEYAN COLLEGE POLICY ON GENDER DISCRIMINATION AND SEXUAL HARASSMENT It is the policy of North Carolina Wesleyan college that unlawful gender discrimination in any form, including sexual

More information

Chapter 07300 and 07400 SUPERSEDES MANAGEMENT BULLETIN 99-09

Chapter 07300 and 07400 SUPERSEDES MANAGEMENT BULLETIN 99-09 STATE OF CALIFORNIA DATE: 07/23/03 NO. 03-07 EXPIRES: Indefinite DEPARTMENT OF JUSTICE JUS 400 (REVISED 7/85) DISTRIBUTION: A - MANAGEMENT MANAGEMENT BULLETIN B - MGMT & SUPERVISORY X C - ALL EMPLOYEES

More information

COMMENTARY JONES DAY. SB 101 was passed on July 21, 2005, to clarify SB 1618 of 2004, which requires employers to use either

COMMENTARY JONES DAY. SB 101 was passed on July 21, 2005, to clarify SB 1618 of 2004, which requires employers to use either February 2006 JONES DAY COMMENTARY 2006 California Employment Law Legislative Update Like the year before it, 2005 brought little in the way of new employment legislation, primarily as a result of Governor

More information

Minimizing Employee Retaliation: Do the Right Thing! Ashley E. Bonner, WSO-CST Senior Risk Control Consultant Trident Public Risk Solutions

Minimizing Employee Retaliation: Do the Right Thing! Ashley E. Bonner, WSO-CST Senior Risk Control Consultant Trident Public Risk Solutions Minimizing Employee Retaliation: Do the Right Thing! Ashley E. Bonner, WSO-CST Senior Risk Control Consultant Trident Public Risk Solutions Roadmap 1. Definition of Retaliation 2. Frequency & Severity

More information

Sexual Harassment Law Basics

Sexual Harassment Law Basics Sexual Harassment Law Basics A manual brought to you by David Scott Peters The restaurant business by nature is susceptible to claims of sexual harassment. Restaurants are venues of entertainment, which

More information

Paid Sick Leave Policy Template. Eligible Employees. Sick Pay Amount. Option 1: Accrual Rate. Option 1.1: Cap on Accrual

Paid Sick Leave Policy Template. Eligible Employees. Sick Pay Amount. Option 1: Accrual Rate. Option 1.1: Cap on Accrual As of July 1, 2015, California law provides for mandatory paid sick leave under the Healthy Workplaces, Healthy Families Act (the "Act"). This paid sick leave policy is intended to comply with the requirements

More information

Complaint Policy and Procedure

Complaint Policy and Procedure Complaint Policy and Procedure Policy Statement This policy is intended to provide fair and prompt consideration to all staff complaints. The University encourages all staff to use the complaint procedure

More information

LANDSCAPE ESCAPADES, INC EMPLOYEE HANDBOOK

LANDSCAPE ESCAPADES, INC EMPLOYEE HANDBOOK LANDSCAPE ESCAPADES, INC EMPLOYEE HANDBOOK TABLE OF CONTENTS PAGE A. INTRODUCTION... 4 B. EMPLOYMENT POLICY AT-WILL EMPLOYMENT... 4 C. EQUAL EMPLOYMENT OPPORTUNITY AND DISCRIMINATION POLICY... 4 D. PERSONNEL

More information

Resolution Agreement Southern Virginia University Case Nos. 11-14-2288 and 11-14-2290

Resolution Agreement Southern Virginia University Case Nos. 11-14-2288 and 11-14-2290 Resolution Agreement Southern Virginia University Case Nos. 11-14-2288 and 11-14-2290 Southern Virginia University (the University) agrees to fully implement this resolution agreement (the Agreement) to

More information

CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE

CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE The policy of the City of Los Angeles has been, and will continue to be, to promote and

More information

Policies of the University of North Texas System Administration

Policies of the University of North Texas System Administration Policies of the University of North Texas System Administration 03.403 Staff Employee Discipline Human Resources Policy Statement. University of North Texas System Administration employees are expected

More information

IN THE UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF PENNSYLVANIA CONSENT DECREE. Introduction

IN THE UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF PENNSYLVANIA CONSENT DECREE. Introduction IN THE UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF PENNSYLVANIA EQUAL EMPLOYMENT OPPORTUNITY ) COMMISSION, et al, ) ) Plaintiff, ) ) Case No. 04-4126 ) THE VANGUARD GROUP, INC. ) ) Defendant.

More information

Voluntary Resolution Agreement Notre Dame College OCR Docket Number

Voluntary Resolution Agreement Notre Dame College OCR Docket Number Voluntary Resolution Agreement Notre Dame College OCR Docket Number 15-09- The U.S. Department of Education, Office for Civil Rights (OCR), initiated the above-referenced compliance review of Notre Dame

More information

Human Resources Management

Human Resources Management INTRODUCTION In the social and human services field, an organization's workforce is its greatest asset. Since staff and volunteers perform the tasks and provide the services that fulfil the organization's

More information

Policy Statement Number: PS-01 Title/Topic: Equal Opportunity Policy Effective Date: 2/5/2013 Revision Number: PS0001.R06 I.

Policy Statement Number: PS-01 Title/Topic: Equal Opportunity Policy Effective Date: 2/5/2013 Revision Number: PS0001.R06 I. Policy Statement Number: PS-01 Title/Topic: Equal Opportunity Policy Effective Date: 2/5/2013 Revision Number: PS0001.R06 I. PURPOSE The purpose of this policy statement is to assert Louisiana State University

More information

CALIFORNIA S PAID SICK LEAVE LAW NO GET WELL CARD FOR EMPLOYERS

CALIFORNIA S PAID SICK LEAVE LAW NO GET WELL CARD FOR EMPLOYERS CALIFORNIA S PAID SICK LEAVE LAW NO GET WELL CARD FOR EMPLOYERS BONNIE GLATZER, ESQ. PAUL LYND, ESQ. APRIL 8, 2015 BACKGROUND First paid sick leave mandate with San Francisco s Proposition F in 2006 Other

More information

Administrative Bulletin

Administrative Bulletin STATE OF CALIFORNIA DEPARTMENT OF JUSTICE DATE: 1/27/2015 NO. 15-03 EXPIRES: Indefinite DISTRIBUTION: A - MANAGEMENT Administrative Bulletin x B - MGMT& SUPERVISORY C - ALL EMPLOYEES SUBJECT Equal Employment

More information

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS

More information

Q1: What law regulates the payment of overtime?

Q1: What law regulates the payment of overtime? Guidance for managing Non-Exempt Staff Q1: What law regulates the payment of overtime? A: The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards

More information

CALIFORNIA EMPLOYERS SHOULD PREPARE FOR NEW 2015 LAWS

CALIFORNIA EMPLOYERS SHOULD PREPARE FOR NEW 2015 LAWS CALIFORNIA EMPLOYERS SHOULD PREPARE FOR NEW 2015 LAWS The deadline has now passed for Governor Brown to sign into law, or veto, the more than 1,000 bills passed by the California Legislature this session.

More information

GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES

GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES Category P Required by Law I. GENERAL STATEMENT OF POLICY Objective The District

More information

ADMINISTRATIVE INSTRUCTION

ADMINISTRATIVE INSTRUCTION Director of Administration and Management ADMINISTRATIVE INSTRUCTION SUBJECT: Equal Employment Opportunity (EEO) and Diversity Programs References: See Enclosure 1 NUMBER 31 August 19, 2013 EEOD, WHS 1.

More information

COUNTY OF RIVERSIDE, CALIFORNIA BOARD OF SUPERVISORS POLICY. Policy Subject: Number Page. HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3

COUNTY OF RIVERSIDE, CALIFORNIA BOARD OF SUPERVISORS POLICY. Policy Subject: Number Page. HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3 HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3 PURPOSE: The purpose of this policy is to establish a strong commitment to prohibit and to prevent unlawful harassment in employment, and to set forth

More information

Sam Houston State University A Member of The Texas State University System

Sam Houston State University A Member of The Texas State University System Finance & Operations Human Resources Policy ER-7 Discrimination and Equal Employment Opportunity (EEO) SUBJECT: PURPOSE: POLICY: Discrimination and Equal Employment Opportunity (EEO) To provide an educational

More information

Your Rights as an Employee

Your Rights as an Employee Your Rights as an Employee Federal discrimination laws provide basic rights for job applicants and employees. The laws apply to applicants, employees, and former employees. Full-time, part-time, seasonal,

More information

SEXUAL HARASSMENT DISCRIMINATION COMPLAINT PROCEDURE

SEXUAL HARASSMENT DISCRIMINATION COMPLAINT PROCEDURE SEXUAL HARASSMENT DISCRIMINATION COMPLAINT PROCEDURE The policy of the City of Los Angeles is to promote and maintain a working environment free of sexual harassment, intimidation, and coercion. Sexual

More information

PREVENTION OF SEXUAL HARASSMENT AT WORKPLACE

PREVENTION OF SEXUAL HARASSMENT AT WORKPLACE INTRODUCTION PREVENTION OF SEXUAL HARASSMENT AT WORKPLACE In accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the Company has framed a policy

More information

General Compliance and Best Practices. HR Audit Worksheet

General Compliance and Best Practices. HR Audit Worksheet General Compliance and Best Practices HR Audit Worksheet Note: When conducting a complete HR audit, every aspect of a company's practices should be included. Each question is important, as a deficiency

More information

Seattle Employers: Get Ready for Paid Sick and Safe Leave

Seattle Employers: Get Ready for Paid Sick and Safe Leave Seattle Employers: Get Ready for Paid Sick and Safe Leave March 8, 2012 Materials prepared by: Katheryn Bradley 1420 Fifth Avenue, Suite 4100 Seattle, Washington 98101-2338 206.223.7000 Copyright 2012

More information

AR 5145.7 (a) Students SEXUAL HARASSMENT

AR 5145.7 (a) Students SEXUAL HARASSMENT AR 5145.7 (a) Students SEXUAL HARASSMENT As defined by Education Code Section 212.5, Sexual harassment means unwelcome sexual conduct including advances, requests for sexual favors, and other verbal, visual,

More information

RESOLUTION AGREEMENT OHIO STATE UNIVERSITY OCR DOCKET #15-10-6002

RESOLUTION AGREEMENT OHIO STATE UNIVERSITY OCR DOCKET #15-10-6002 RESOLUTION AGREEMENT OHIO STATE UNIVERSITY OCR DOCKET #15-10-6002 The U.S. Department of Education, Office for Civil Rights (OCR), initiated this proactive compliance review of The Ohio State University

More information

Study Guide. & Composition. Harassment. May June National Association of Elevator Contractors

Study Guide. & Composition. Harassment. May June National Association of Elevator Contractors Study Guide Personnel Business Grammar & Ethics IV: Harassment & Composition May 2014 June 2014 National Association of Elevator Contractors Contents About this Study Guide... 1 Statements from EEOC Related

More information

By: Laura J. Marabito Attorney, Porter Scott 350 University Avenue Sacramento, CA 95825 Email: lmarabito@porterscott.com Tel: 916.929.

By: Laura J. Marabito Attorney, Porter Scott 350 University Avenue Sacramento, CA 95825 Email: lmarabito@porterscott.com Tel: 916.929. By: Laura J. Marabito Attorney, Porter Scott 350 University Avenue Sacramento, CA 95825 Email: lmarabito@porterscott.com Tel: 916.929.1481 Web: www.porterscott.com Public Employer v. Private Employer:

More information

WESTFIELD PUBLIC SCHOOLS SEXUAL HARASSMENT POLICY

WESTFIELD PUBLIC SCHOOLS SEXUAL HARASSMENT POLICY File: ACAB WESTFIELD PUBLIC SCHOOLS SEXUAL HARASSMENT POLICY I. Introduction It is the goal and policy of Westfield Public Schools to promote a workplace and learning environment that is free of sexual

More information

Effective Date: November 14, 2003 Page 1 of 1

Effective Date: November 14, 2003 Page 1 of 1 1086.0.0 DHS MEDIATION/GRIEVANCE POLICY (Gov s Proclamations EO 86-1, 7-16-85 & EO93-01, 7-1-93) 1086.0.1 This policy establishes procedures for resolving workplace disputes and disciplinary issues. 1086.0.2

More information

Bender s Article on MCAD Sexual Harassment Guidelines. by David B. Wilson 1. Introduction

Bender s Article on MCAD Sexual Harassment Guidelines. by David B. Wilson 1. Introduction Bender s Article on MCAD Sexual Harassment Guidelines The Massachusetts Commission Against Discrimination s Sexual Harassment Guidelines: Blueprint for Proper Behavior in the People s Republic of Massachusetts

More information

IN THE UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF PENNSYLVANIA CONSENT DECREE. Introduction

IN THE UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF PENNSYLVANIA CONSENT DECREE. Introduction r S9 IN THE UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF PENNSYLVANIA EQUAL EMPLOYMENT OPPORTUNITY COMMISSION, Plaintiff, CIVIL ACTION NO.: 07-cv-2179 Honorable Paul S. Diamond TROPIANO TRANSFORATION

More information

Sexual Harassment Awareness

Sexual Harassment Awareness Sexual Harassment Awareness Orientation: This week s on-line assignment is about sexual harassment in the school and the workplace. We are discussing this subject because sexual harassment is an illegal

More information

Notification and Federal Employee Antidiscrimination and Retaliation Act Report. Fiscal Years 2004-2006. United States Nuclear Regulatory Commission

Notification and Federal Employee Antidiscrimination and Retaliation Act Report. Fiscal Years 2004-2006. United States Nuclear Regulatory Commission Notification and Federal Employee Antidiscrimination and Retaliation Act Report Fiscal Years 2004-2006 United States Nuclear Regulatory Commission March 2007 -2- TABLE OF CONTENTS I. Executive Summary...

More information

MODEL LAW ON SEXUAL HARASSMENT

MODEL LAW ON SEXUAL HARASSMENT MODEL LAW ON SEXUAL HARASSMENT 0 MODEL LAW ON SEXUAL HARASSMENT Table of Contents Chapter I: General Provisions... 2 Article 1: [Title]... 2 Article 2: Purpose... 2 Article 3: Application... 2 Article

More information

EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS. Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out.

EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS. Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out. EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out. Last year, 15,222 charges of sexual harassment were filed

More information

EQUAL EMPLOYMENT OPPORTUNITY POLICY

EQUAL EMPLOYMENT OPPORTUNITY POLICY Section 1, Page 1 Contents: Policy Coverage Veterans Office of State Human Resources Responsibilities Agency, Department and University Responsibilities Complaint Process Definitions Policy The State of

More information

GENESEE COUNTY Date Issued: 01-1999 COMMUNITY MENTAL HEALTH Date Revised: 08-2011 PIHP POLICY MANUAL SUBJECT:

GENESEE COUNTY Date Issued: 01-1999 COMMUNITY MENTAL HEALTH Date Revised: 08-2011 PIHP POLICY MANUAL SUBJECT: GENESEE COUNTY Date Issued: 01-1999 COMMUNITY MENTAL HEALTH Date Revised: 08-2011 PIHP POLICY MANUAL SUBJECT: Page 1 of 7 WRITTEN BY: T. Deeghan, COO TECHNICAL REVIEW BY: T. Deeghan, S. Mason AUTHORIZED

More information

About This Online Training

About This Online Training About This Online Training This online training material was designed to be used as a guide only and does not replace federal, state, local, or company codes. The user of this material is solely responsible

More information

: 1 : POLICY ON PREVENTION OF SEXUAL HARASSMENT AT WORKPLACE

: 1 : POLICY ON PREVENTION OF SEXUAL HARASSMENT AT WORKPLACE : 1 : POLICY ON PREVENTION OF SEXUAL HARASSMENT AT WORKPLACE I. COMMITMENT: Our Company is committed to providing work environment that ensures every employee is treated with dignity and respect and afforded

More information

TIPS FOR RESPONDING TO EEOC COMPLAINTS PRESENTED BY: RICHARD D. ALANIZ

TIPS FOR RESPONDING TO EEOC COMPLAINTS PRESENTED BY: RICHARD D. ALANIZ TIPS FOR RESPONDING TO EEOC COMPLAINTS PRESENTED BY: RICHARD D. ALANIZ ERA OF ACTIVE ENFORCEMENT Over the last several years, government agencies that regulate the workplace have been in a mode of aggressive

More information

Reports of Compliance Concerns and Violations

Reports of Compliance Concerns and Violations The University of Chicago Medical Center Compliance Manual (UCHHS;BSD;UCPP) Reports of Compliance Concerns and Violations Issued: November 1, 1999 Reports of Compliance Concerns and Violations Revised:

More information

ABD Office Hours The San Francisco Health Care Security Ordinance:

ABD Office Hours The San Francisco Health Care Security Ordinance: ABD Office Hours The San Francisco Health Care Security Ordinance: Webinar Series A Refresher Course in the HCSO Basics for SF Employers Brian Gilmore ABD Lead Benefits Counsel Recording The Big Picture

More information

Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority

Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority United Nations ST/SGB/2008/5 Secretariat 11 February 2008 Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority The Secretary-General,

More information

Top 10 HR Traps For Small Businesses. 2015, Paychex, Inc. All rights reserved.

Top 10 HR Traps For Small Businesses. 2015, Paychex, Inc. All rights reserved. Top 10 HR Traps For Small Businesses 2015, Paychex, Inc. All rights reserved. Paychex HR Solutions Top 10 HR Traps Disclaimer: This Paychex seminar is for general information purposes only. It should not

More information

3.3.1 Harassment-Free Workplace Harassment

3.3.1 Harassment-Free Workplace Harassment 3.3.1 Harassment-Free Workplace KCTCS is committed to providing a work environment that is respectful, professional, and free from unlawful harassment and other forms of illegal discrimination. Individuals,

More information

Non-Discrimination and Anti-Harassment Policy OP 03.03

Non-Discrimination and Anti-Harassment Policy OP 03.03 Non-Discrimination and Anti-Harassment Policy OP 03.03 Policy Mississippi State University is committed to assuring that the University and its programs are free from discrimination and harassment based

More information

HRBP Human Resource business professional HRBP SM

HRBP Human Resource business professional HRBP SM certification in human resourcesĀ» HRBP Human Resource business professional HRBP SM body OF KNOWLEGE HR certification institute hrci.org HR Certification Institute 1 HRBP BODY OF KNOWLEDGE AT-A-GLANCE

More information

PREA COMPLIANCE AUDIT INSTRUMENT CHECKLIST OF POLICIES/PROCEDURES AND OTHER DOCUMENTS

PREA COMPLIANCE AUDIT INSTRUMENT CHECKLIST OF POLICIES/PROCEDURES AND OTHER DOCUMENTS PREA COMPLIANCE AUDIT INSTRUMENT CHECKLIST OF POLICIES/PROCEDURES AND OTHER DOCUMENTS Prisons and Jails April 18, 2014 1 BACKGROUND INFORMATION Policies/Procedures/Other Documents Pre- Audit During Audit

More information

State of Florida. Sexual Harassment Awareness Training

State of Florida. Sexual Harassment Awareness Training State of Florida Sexual Harassment Awareness Training Objectives To prevent sexual harassment in the workplace. To define the behavior that may constitute sexual harassment. To provide guidance to state

More information

1. What acts and behavior constitute sexual harassment, including the fact that sexual harassment could occur between people of the same gender.

1. What acts and behavior constitute sexual harassment, including the fact that sexual harassment could occur between people of the same gender. STUDENTS CORONA-NORCO UNIFIED SCHOOL DISTRICT 5475 STUDENT RECORDS/RIGHTS RESOLUTION OF STUDENT GRIEVANCES PROHIBITION OF SEXUAL HARASSMENT The Governing Board is committed to maintaining an educational

More information

Like federal and state laws, the information in this booklet is gender neutral and applies equally to men and women.

Like federal and state laws, the information in this booklet is gender neutral and applies equally to men and women. CWEALF Publications Sexual Harassment in the Workplace Introduction Sexual harassment on the job is a form of sex discrimination. Although it is illegal and costly to the employer and the employee, it

More information

MEDICAL CASE MANAGEMENT SERVICES

MEDICAL CASE MANAGEMENT SERVICES MEDICAL CASE MANAGEMENT SERVICES A. DEFINITION: Medical Case Management Services (including treatment adherence) are a range of client centered services designed to ensure timely and coordinated access

More information

Equal Employment Opportunity (EEO) Complaint & Investigation Guideline Number 200-002b-AOG Responsible Office Human Resources Date Revised 01/30/2014

Equal Employment Opportunity (EEO) Complaint & Investigation Guideline Number 200-002b-AOG Responsible Office Human Resources Date Revised 01/30/2014 Title Equal Employment Opportunity (EEO) Complaint & Investigation Guideline Number 200-002b-AOG Responsible Office Human Resources Date Revised 01/30/2014 1. Purpose The SCA is committed to providing

More information

COURT-ORDERED SEXUAL HARASSMENT POLICY Robinson v. Jacksonville Shipyards, Inc. 136 L.R.R.M. (BNA) 2920 (N.D. Fla. 1991)

COURT-ORDERED SEXUAL HARASSMENT POLICY Robinson v. Jacksonville Shipyards, Inc. 136 L.R.R.M. (BNA) 2920 (N.D. Fla. 1991) COURT-ORDERED SEXUAL HARASSMENT POLICY Robinson v. Jacksonville Shipyards, Inc. 136 L.R.R.M. (BNA) 2920 (N.D. Fla. 1991) Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on

More information

ARIZONA DEPARTMENT OF ADMINISTRATION POLICIES AND PROCEDURES

ARIZONA DEPARTMENT OF ADMINISTRATION POLICIES AND PROCEDURES ARIZONA DEPARTMENT OF ADMINISTRATION POLICIES AND PROCEDURES Policy Number: ADOA/HRD PA9.01 Issued: October 12, 2012 Subject: Employee Complaint Process Allegations of Unlawful Discrimination or Harassment

More information

Chicago Public Schools Policy Manual

Chicago Public Schools Policy Manual Chicago Public Schools Policy Manual Title: COMPREHENSIVE NON-DISCRIMINATION, TITLE IX AND SEXUAL HARASSMENT Section: 102.8 Board Report: 08-0123-PO4 Date Adopted: January 23, 2008 Policy: THE CHIEF EXECUTIVE

More information

ADMINISTRATIVE PROCEDURE 408 Reporting & Investigating Workplace Violence

ADMINISTRATIVE PROCEDURE 408 Reporting & Investigating Workplace Violence ADMINISTRATIVE PROCEDURE 408 Reporting & Investigating Workplace Violence The following procedure has been established so that reports of violence can be resolved in a fair, expedient and judicious manner.

More information

Understanding Your Ethics & Code of Conduct Training Requirements. May 29, 2008

Understanding Your Ethics & Code of Conduct Training Requirements. May 29, 2008 Understanding Your Ethics & Code of Conduct Training Requirements May 29, 2008 Shanti Atkins, Esq. President & CEO of ELT. Specialist in online ethics and legal compliance training. Advises clients across

More information

Human Resources Management

Human Resources Management INTRODUCTION In the social and human services field, an organization's workforce is its greatest asset. Since employees and volunteers perform the tasks and provide the services that fulfill the organization's

More information

Chapter 11. The NTF and NASS have agreed a dignity at work policy a copy of which is set out in the appendix to this chapter.

Chapter 11. The NTF and NASS have agreed a dignity at work policy a copy of which is set out in the appendix to this chapter. Chapter 11 HARASSMENT AND BULLYING/DIGNITY AT WORK 11.1 Harassment and bullying overview Harassment at work may give rise to a claim by an employee that they have been discriminated against on the grounds

More information

Implementation of Safety & Health Connecticut Administrative Regulations 31-40v-1 through 31-40v-11

Implementation of Safety & Health Connecticut Administrative Regulations 31-40v-1 through 31-40v-11 Implementation of Safety & Health Connecticut Administrative Regulations 31-40v-1 through 31-40v-11 Safety Program Officers (SPOs) from the Workers Compensation Commission are visiting Connecticut employers

More information

DHHS POLICIES AND PROCEDURES

DHHS POLICIES AND PROCEDURES DHHS POLICIES AND PROCEDURES Section V: Human Resources Revision History: 7/1/03, 4/1/04 Original Effective Date: 7/1/91 Purpose The purpose is to ensure that all new or promoted supervisors and managers

More information

COMPLIANCE PROGRAM GUIDANCE FOR MEDICARE FEE-FOR-SERVICE CONTRACTORS

COMPLIANCE PROGRAM GUIDANCE FOR MEDICARE FEE-FOR-SERVICE CONTRACTORS Department of Health and Human Services CENTERS FOR MEDICARE & MEDICAID SERVICES COMPLIANCE PROGRAM GUIDANCE FOR MEDICARE FEE-FOR-SERVICE CONTRACTORS March 2005 TABLE OF CONTENTS INTRODUCTION...3 ELEMENTS

More information

20 Most Frequently Asked Landlord-Tenant Questions

20 Most Frequently Asked Landlord-Tenant Questions 20 Most Frequently Asked Landlord-Tenant Questions This summary is provided by the Landlord-Tenant Commission and the City of Burbank so that residential landlords and tenants in the community are educated

More information

California s New Worker Protections Against Retaliation OCTOBER 2013

California s New Worker Protections Against Retaliation OCTOBER 2013 NELP National Employment Law Project FACT SHEET California s New Worker Protections Against Retaliation OCTOBER 2013 In October 2013, California passed three bills, AB 263, AB 524, and SB 666, into law.

More information

SEXUAL HARASSMENT. Taylor s Special Care Services, Inc. Simon Pop, MBA Chief Operating Officer 2015-2016

SEXUAL HARASSMENT. Taylor s Special Care Services, Inc. Simon Pop, MBA Chief Operating Officer 2015-2016 SEXUAL HARASSMENT Taylor s Special Care Services, Inc. Simon Pop, MBA Chief Operating Officer 2015-2016 1 Agenda Overview-Why talk about sexual harassment? Why get training? Statistics What is sexual harassment?

More information

Protecting Your Non-Profit From Employment Law Traps. Attorney ilesh P. Patel Mahadev Law Group, LLC Human Resources & Employment Law Solutions

Protecting Your Non-Profit From Employment Law Traps. Attorney ilesh P. Patel Mahadev Law Group, LLC Human Resources & Employment Law Solutions Protecting Your Non-Profit From Employment Law Traps Attorney ilesh P. Patel Mahadev Law Group, LLC Human Resources & Employment Law Solutions www.mahalawgroup.com npp@mahalawgroup.com 877-210-2499 Speaker

More information

THE LAW. Equal Employment Opportunity is

THE LAW. Equal Employment Opportunity is Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private

More information

THE INSURANCE FOR THIS

THE INSURANCE FOR THIS Allegiance Staffing Firm Employment Practices Liability Policy THE INSURANCE FOR THIS product is underwritten by certain underwriters at Lloyd s. Allegiance Underwriting Group, Inc. arranges this insurance

More information

SEXUAL HARASSMENT. Definition of sexual harassment In Massachusetts, the legal definition of sexual harassment is:

SEXUAL HARASSMENT. Definition of sexual harassment In Massachusetts, the legal definition of sexual harassment is: ACAA Also GBB SEXUAL HARASSMENT It is the goal of the Milton School Committee and the Milton Public Schools to promote a school environment and workplace that is free of sexual harassment. Sexual harassment

More information

EMPLOYMENT LAWS THAT MAY APPLY TO YOUR CITY. Number of Employees 15 or more employees

EMPLOYMENT LAWS THAT MAY APPLY TO YOUR CITY. Number of Employees 15 or more employees EMPLOYMENT LAWS THAT MAY APPLY TO YOUR CITY FEDERAL EMPLOYMENT LAWS Statute Title VII of the Civil Rights Act of 1964 Title VII (42 U.S.C. 2000e-2; 2000e-3 ) Title I of the Americans With Disabilities

More information

Transition to Chevron Holiday Policy Your Life.

Transition to Chevron Holiday Policy Your Life. Transition to Chevron Holiday Policy Your Life. This policy is usually only available to Chevron employees from the U.S. HR intranet website. However, we ve posted this policy here for your reference because

More information

California State and City Paid Sick Leave Laws Updated September 2016

California State and City Paid Sick Leave Laws Updated September 2016 State and City Laws Updated September 2016 California 1 SanFrancisco Paid SickLeave 2 Paid SickLeave 3 4 5 6 7 1. Interaction of Laws Employers subject to state and local paid sick leave laws must follow

More information

Friday, September 25, 2015 Des Moines, IA. 9:15 10:30 a.m. WHO WILL PICK THE CROPS: GUEST AGRICULTURAL WORKERS AND THE H2-A PROGRAM

Friday, September 25, 2015 Des Moines, IA. 9:15 10:30 a.m. WHO WILL PICK THE CROPS: GUEST AGRICULTURAL WORKERS AND THE H2-A PROGRAM Friday, September 25, 2015 Des Moines, IA 9:15 10:30 a.m. WHO WILL PICK THE CROPS: GUEST AGRICULTURAL WORKERS AND THE H2-A PROGRAM Presented by Christine Sensenig Partner Sensenig Law Firm, P.A. The H2-A

More information

EEOC RELEASES ENFORCEMENT GUIDANCE ON VICARIOUS EMPLOYER LIABILITY FOR UNLAWFUL HARASSMENT BY SUPERVISORS

EEOC RELEASES ENFORCEMENT GUIDANCE ON VICARIOUS EMPLOYER LIABILITY FOR UNLAWFUL HARASSMENT BY SUPERVISORS EEO RELEASES ENFOREMENT GUIDANE ON VIARIOUS EMPLOYER LIABILITY FOR UNLAWFUL HARASSMENT BY SUPERVISORS July 1999 www.morganlewis.com Brussels Frankfurt Harrisburg London Los Angeles Miami New York Philadelphia

More information

Virginia Board of Education Agenda Item

Virginia Board of Education Agenda Item Virginia Board of Education Agenda Item Agenda Item: J Date: June 27, 2013 Title Presenter Final Review of Proposed Revisions to the Regulations Governing the Employment of Professional Personnel (8VAC20-440-10

More information

Some Labor and Employment Developments Affecting the Restaurant Industry

Some Labor and Employment Developments Affecting the Restaurant Industry Some Labor and Employment Developments Affecting the Restaurant Industry 1. As Wage and Hour Lawsuits Continue to Increase, Restaurant Owners Consider Payment Options Other Than Tipping. Wage and hour

More information

GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE

GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE ANDREW M. CUOMO Governor HELEN DIANE FOSTER Commissioner GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE STATUTORY REQUIREMENTS Sex discrimination is unlawful pursuant to the New York

More information

Professional Services Agreement

Professional Services Agreement BY ORDERING OR ACCEPTING PROFESSIONAL SERVICES FROM TASER INTERNATIONAL, INC. (TASER) YOU AGREE THAT YOU HAVE READ AND UNDERSTAND THIS AGREEMENT AND YOU ACCEPT AND AGREE TO BE BOUND BY THE FOLLOWING TERMS

More information

Moreover, sexual harassment is a violation of federal, state and county fair employment laws.

Moreover, sexual harassment is a violation of federal, state and county fair employment laws. Sexual harassment interferes with a productive working environment, interjects irrelevant considerations into personnel decisions and generally demeans employees who are victims of harassment. Moreover,

More information

WHAT POLICIES SHOULD AN EMPLOYER HAVE IN PLACE TO PREVENT LAWSUITS?

WHAT POLICIES SHOULD AN EMPLOYER HAVE IN PLACE TO PREVENT LAWSUITS? WHAT POLICIES SHOULD AN EMPLOYER HAVE IN PLACE TO PREVENT LAWSUITS? Many Employers Are Unaware of the Types of Policies Necessary to Limit Lawsuit Risk or of How to Effectively Draft Employment Policies

More information

Contents. Before you begin

Contents. Before you begin Contents Contents Before you begin Learning outcomes Competency standard How to use this book Assessment Developing employability skills Developing an evidence portfolio Resources vii vii vii x xi xi xv

More information

WHISTLEBLOWER POLICY

WHISTLEBLOWER POLICY WHISTLEBLOWER POLICY 1. PURPOSE Brunel is committed to conducting all our business in an honest and ethical manner, having full commitment to open communications, and we expect all staff to maintain high

More information

HARASSMENT, ANTI DISCRIMINATION, EQUAL OPPORTUNITY, NON RETALIATION, WHISTLEBLOWER, AND COMPLAINT AND REPORTING

HARASSMENT, ANTI DISCRIMINATION, EQUAL OPPORTUNITY, NON RETALIATION, WHISTLEBLOWER, AND COMPLAINT AND REPORTING PURPOSE AND APPLICATION HARASSMENT, ANTI DISCRIMINATION, EQUAL OPPORTUNITY, NON RETALIATION, WHISTLEBLOWER, AND COMPLAINT AND REPORTING The following policies are designed to acquaint you with the equal

More information

AGENCY TRAINING ACTIVITIES REVIEW

AGENCY TRAINING ACTIVITIES REVIEW AGENCY TRAINING ACTIVITIES REVIEW Audit Report # 2011-007 By: The Office of Injured Employee Counsel INTERNAL AUDIT DIVISION April 4, 2011 Table of Contents I. Internal Audit Report 1 II. Scope and Methodology

More information