Sexual Harassment Prevention Training Applies to Minors

HRWatchdog

Are we required to provide sexual harassment prevention training to him? What if he will be working only during the upcoming holiday season? An employee who is a minor (under 18) must be included in that training. Training Focuses on Conduct.

Sexual Harassment Training for Your Whole Workplace

EverFi - HR

Online Workplace Harassment Training for Employees. Teach and train employees through immersive interactive online scenarios. Robust online sexual harassment training is key to improving workplace culture and mitigating business risk.

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Which States Require Sexual Harassment Training?

EverFi - HR

Do you need to know how sexual harassment prevention legislation will affect your business? A new legislative landscape and a desire to stay out of a potential harassment spotlight are forcing employers to rethink their sexual harassment prevention strategy.

EEOC Busy: Focus on Sexual Harassment

HRWatchdog

The EEOC continues to collect money from employers in lawsuits and settlements for sexual harassment. The U.S. The agency continues to focus on sexual harassment in America’s workplaces as recent press releases demonstrate: On June 13, 2018, the EEOC announced a multimillion-dollar sexual discrimination settlement against a transportation supplier. The employer must pay $3.2 Harassment Prevention Training.

Sexual Harassment Training Laws 2020: What’s Changing?

Homebase

With a continued nationwide effort to shed light on sexual harassment in the workplace, several states have implemented sexual harassment training requirements for their employees. In 2020, employers in Connecticut, Delaware, and Illinois will join Maine and New York in the group of states who require employers to provide sexual harassment prevention training to employees. . The illegality of sexual harassment.

Workplace sexual harassment: what it is and how to combat it

Insperity

Growing public conversations around workplace sexual harassment highlight a harrowing reality: It’s both widespread and frequently mishandled. How do you discern the difference between harassment and conduct that is merely inappropriate? staring or sexual gestures).

Sexual Harassment; the silent epidemic.

Investipro

With as often as you hear of new sexual harassment cases in the news, you may wonder why I refer to Sexual Harassment as the silent epidemic. Unfortunately, the stories that make the news often leave the public feeling as though this only happens in big business and tv land. But the silent side of sexual harassment can, and is, happening throughout all industries, in all size companies across the US.

Ask an HR Expert: Anti Harassment Training in IL

Tandem HR

Today’s question is: What are the new requirements in 2020 for harassment training in the state of Illinois? Prior to this, there were no regulations requiring consistent training. It was recommended that a business provide the training once every two years.

New in 2019 – Expansion of Sexual Harassment Prevention Requirements

MapHR

Effective January 1, 2019 employers, required by California SB 1343, with 5 or more employees, are to provide 1-hour of sexual harassment and abusive conduct prevention training to all employees. In addition, those same employers must provide employees with supervisory responsibilities a 2-hour sexual harassment and abusive conduct prevention training. These trainings must be completed by the end of 2019 and are to be repeated every 2 years.

Sexual Harassment: Was Employee Subjected to Unwelcome Workplace Harassment?

HR Daily Advisor

A recent case from the Tennessee Court of Appeals acts as a reminder of the importance of implementing and enforcing policies aimed at preventing sexual harassment in the workplace. The outcome of the case also shows that while you may not be able to prevent all inappropriate behavior by your supervisors, how you respond to such behavior may end up deciding your fate if you are sued for workplace harassment.

High Profile or Not, Sexual Harassment Claims Require Employer Action

HR Daily Advisor

Sexual harassmentthe subject has exploded in recent weeks as people from all walks have spoken up about a menacing workplace problem. Even though antiharassment efforts are a priority in human resources circles, recent revelations about the actions of some high-profile executives are likely to cause employers to ask the question, “Are we doing enough?”. Plus, top executives at Fidelity Investments were let go after more allegations of sexual harassment.

Philadelphia moves one step closer to requiring sexual-harassment training for all City employees

The Employer Handbook

Now, it’s up to the voters. Yesterday, on International Women’s Day, Philadelphia City Council passed a bill that will require the City to provide sexual-harassment training to all of its employees and officers. In May, when City residents go to the polls, they will decide whether to amend the Home Rule Charter to require this annual training. Joined by the other “Women of City Council” ( Jannie L.

Sexual Harassment in the Workplace: What will it take to get leaders to listen?

Women of HR

Sexual harassment in the workplace has taken an unprecedented center stage in recent months, with waves of new high-profile cases coming to light. With Time Magazine naming #MeToo as its person of the year, and FT honoring Susan Fowler as “Person of the Year” for her blog post about the problems she experienced at Uber, it seems that the issue is finally getting the visibility it deserves. About the Author: Kate Benediktsson, M.A.,

Philadelphia moves one step closer to requiring sexual-harassment training for all City employees

The Employer Handbook

Now, it’s up to the voters. Yesterday, on International Women’s Day, Philadelphia City Council passed a bill that will require the City to provide sexual-harassment training to all of its employees and officers. In May, when City residents go to the polls, they will decide whether to amend the Home Rule Charter to require this annual training. Joined by the other “Women of City Council” ( Jannie L.

Sexual Harassment Investigations: A Timely Topic for February’s Live Webinar

HRWatchdog

An employee informs you that she’s been sexually harassed by her supervisor over the past year. Do you know exactly what to do the moment an employee alleges sexual harassment? Join CalChamber and special guest presenter Lisa Buehler for a start-to-finish overview of properly investigating sexual harassment in your workplace: Your obligations to investigate under federal and California laws. Sexual harassment scenarios.

ATS 40

10 Must-Dos to Increase the Effectiveness of Your Sexual Harassment Training

EverFi - HR

Sexual harassment training programs – as they exist in many organizations today – very often doesn’t work. Even the EEOC has found no evidence that standard, legal compliance-driven sexual harassment training is effective. If it had been effective, the #MeToo movement likely would never have had such a devastating scope. In some cases, the training companies provide may be doing more harm than good!

Sexual Harassment Training for Employees: Reframing the Conversation for Better Results

EverFi - HR

The #MeToo movement emerged nearly two years ago, providing a much-needed wake-up call to organizations that may have been lulled into thinking their prior sexual harassment training for employees was enough to keep harassment out of the workplace. Policies, hotlines, and compliance training are tactics that represent a necessary and tactical, yet inefficient, approach to attempting to ward off sexual harassment in the workplace.

Today’s Sexual Harassment Case: Elf v. Santa

HR Daily Advisor

Drelling shared the story of a sexual harassment complaint in Santa’s workshop and how the company handled it so very ho ho horribly wrong; today, Drelling shares how the company should’ve handled the situation with this mall Santa. Drelling, who serves as general counsel of the Restaurant Division at Specialty Restaurants Corp., wrote the following analysis. Note that the suspension of Santa is not a determination of wrongdoing.

Special from AEIS: Sexual Harassment vs. Sexual Assault vs. Sexual Battery

HR Daily Advisor

It seems that you can’t open a paper or watch a newscast without encountering another sexual harassment bombshell. Despite the broad coverage, however, there’s still confusion about the difference between sexual harassment, sexual assault, and sexual battery. Here’s an excerpt from the podcast (listen to the entire podcast—E47— here.). Steve: You’ve mentioned harassment and assault a couple times. Give me the study.”

Calling All Companies: It’s Time to Get Real About Sexual Harassment

Mitratech

Let’s talk about sex (-ual harassment)! In fact, 81 percent of women and 43 percent of men have experienced some form of sexual harassment in their lifetime, according to a survey conducted by nonprofit organization Stop Street Harassment. The survey spanned across industries and the “continuum of unwanted experiences,” ranging from: Verbal sexual harassment (either online or in person). We’ve all seen the headlines recently.

7 Ways HR Help Stop Sexual Harassment in the Workplace

Empxtrack

The #MeToo movement has shone a light on the prevalence of sexual harassment in modern life. While only a few companies have a Weinstein or a Cosby, unfortunately, too many companies in the past let minor harassment go ignored. Go Beyond Training. Training has to be seen as being helpful, not a punishment. Recently, Starbucks closed every single location in the middle of the day to have a class on cultural sensitivity.

Sexual Harassment Prevention: The Easiest Thing to Teach and the Hardest Thing to Accomplish

HR Daily Advisor

When we reported last year about the ouster of recently deceased Fox News chairman Roger Ailes, we noted that Ailes’ repeated pattern of “couch casting” didn’t occur in a vacuum; rather, it sent a message throughout the organization that sexually harassing behavior was condoned at the highest level. In losing O’Reilly, Fox is jettisoning the highest-rated cash cow in the business.

Benefits of Using a Learning Management System for Your Ongoing and Recurring Training

SkyPrep

Ongoing and recurring training are vital types of training that contributes to the success of the business. You run the risk of having poor-performing employees and face liabilities if you do not offer consistent ongoing and recurring training.

HIPAA 63

I filed a complaint, yet more women were sexually harassed by the same employee. What now?

Workplace Coach

Although I disguised some of the facts to protect myself, it was clear to me and perhaps to others that it involved a senior manager in my company. After it published, I learned two former employees of my current employer had written similar stories about the same man. I can’t tell you how mad I am, not just at the man but at my company. When I went to HR last fall, I was told my company took the situation seriously and would investigate my allegations.

Why We Talk About Culture Change When We Discuss Preventing Sexual Harassment in the Workplace.

EverFi - HR

In coverage of the ever-evolving #MeToo and #TimesUp movement, officials , experts , and activists have largely pointed towards a primary fix: a change in corporate culture. This strategy has been recommended by the Equal Employment Opportunity Commission as having, “the greatest impact on allowing harassment to flourish, or conversely, in preventing harassment.” And why would culture change prevent sexual harassment?

How do we start to STOP sexual harassment?

Ohio Employer's Law

Harvey Weinstein, Kevin Spacey, Louis CK, Mark Halperin, Bill O’Reilly, Roger Ailes … the list of men accused of sexual harassment and other sexual misconduct seems to know no end. I very much hope that we have reached the beginning of a cultural watershed against sexual harassment in America. All of which begs the question … if sexual harassment is so prevalent in the American workplace, how do we start having a conversation about how to stop it?

Our harassment laws are not the reason for our sexual harassment problem

Ohio Employer's Law

Last week, the New York Times ran an Op-Ed titled, Boss Grab Your Breasts? That’s Not (Legally) Harassment. It argues that our lax sexual harassment laws, and the courts that apply them, are responsible for our current workplace harassment problems. The trial court judge dismissed her suit, declaring that this conduct did not meet the threshold for sexual harassment, and the appeals court affirmed the dismissal.

Mitigating Harassment

HRO Today

Over the past three years, Google, Ford Motor Company, 21st Century Fox, Bank of America, and the New York Knicks are among an exhausted list of companies that have experienced employment practice liability (EPL) lawsuits due to sexual harassment claims. Companies of all sizes can experience harassment or employment practice-related claims. Could the increase in claims be driven by the #MeToo movement? million from the 2017 fiscal year.

Live, In-Person Option for Harassment Prevention Training

HRWatchdog

Meet our California harassment prevention experts, Jennifer Shaw and Erika Frank. We all think we know what California law considers sexual harassment in the workplace — or do we? Gray areas of unlawful behavior create problems, and in-person training allows group discussion and further clarification. The training is ideal for California supervisors, HR managers and business owners.”. Register online or call (800) 331-8877.

5 Steps to Effective Workplace Harrassment Prevention Training

Next Concept HR Magazine

When I was thinking about what I wanted to present at HR West 2019, it wasn’t hard to decide on a presentation around true harassment prevention. Seriously, 2018 was a crazy year not only because of the #MeToo movement, but also because of the legislation that followed. […]. The post 5 Steps to Effective Workplace Harrassment Prevention Training appeared first on Next Concept HR Magazine. Next Concept HR Magazine -.

3 Lessons Learned From The Ellen DeGeneres Debacle

Civility Partners

If you keep up with celebrity news you’ve seen the articles claiming a toxic work environment behind the scenes of the Ellen Degeneres Show. . To be clear, I’m not saying the claims against Ellen and her team are true or false or taking a stance on the issue.

Are Millennials responsible for the increase in harassment claims?

OmegaHR Solutions

Younger workers may equal more harassment in the workplace for a variety of reasons. In a report put out by the EEOC they purport that there has been an increase in harassment in the workplace and that it remains a persistent problem. Harassment is up in all areas from sexual harassment to age harassment. I will look at those reasons and see if they support my question in the title of this post. What is the common denominator?

3 complaints and an investigation with discipline, how could an employer not know about possible harassment?!?

The Employer Handbook

I’m not sure what kind of evidence a federal jury was expecting when it concluded that two plaintiff-intervenors ( i.e. , the alleged victims of sexual harassment on whose behalf the EEOC pursued claims) did not do enough to notify the employer-defendant about possible harassment in the workplace. Let’s head out to the Pacific Northwest for a case called EEOC v. The Plaintiff-Intervenors filed a motion for a new trial.

Why your sexual harassment policy needs a contingency plan

Business Management Daily

But in the days after the termination , details emerged showing that the fast food company had prepared in advance to handle relationships between C-suite executives and subordinates. The company’s policy had already defined such power-imbalanced relationships as violations of its sexual harassment policy. It should: Include a clear sexual harassment policy that covers all workplace relationships between leaders and their subordinates.

Free COVID-19 claims and lawsuits webinar? And a slide deck on EEO considerations too? I got you, fam!

The Employer Handbook

Plus, get 40 credits worth of HR virtual learning from GSC-SHRM starting this Sunday. I’ll be co-presenting the legislative/legal general session on Tuesday morning. You can check out the final rule here (starting on page 5459). The same goes for other supercars too.

Time’s Up: I Am Woman, Hear Me Roar

HR Daily Advisor

“So I want all the girls watching here, now, to know that a new day is on the horizon! And when that new day finally dawns, it will be because of a lot of magnificent women, many of whom are right here in this room tonight, and some pretty phenomenal men, fighting hard to make sure that they become the leaders who take us to the time when nobody ever has to say ‘Me too’ again.” – Oprah Winfrey at the 75th Annual Golden Globe Awards.

Could a judge force you to provide anti-harassment training if you create a hostile work environment? Maybe not.

The Employer Handbook

Chris Potter [ CC BY 2.0 ], via Wikimedia Commons Over the weekend, I read about a case where a federal jury concluded that a female plaintiff’s former employer subjected her to a hostile work environment. The jury awarded her zero point zero dollars, and a federal appellate court concluded that the company should not be required to conduct anti-harassment training. Here is a copy of the Eleventh Circuit’s opinion. And no training either?