Ethics and Compliance Training
COURSES HOURS COST
EMPLOYERS: WE HAVE BULK DISCOUNTS AVAILABLE .
For Enrollment Questions call 877.230.9485
2.0
2.0
2.0
2.0
2.0
2.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
1.0
$ 40.00
$ 50.00
$ 50.00
$ 40.00
$ 40.00
$ 50.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 39.00
$ 35.00
$ 39.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 39.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
$ 35.00
Reinforcing ethical principles and educating company members about compliance with the law is an ongoing and important responsibility. A company is only as ethical and compliant as its directors, managers and employees. Training is necessary to encourage good behavior, set expectations, demonstrate the company's commitment and inform members of laws that are not common knowledge.
Penalty for Noncompliance
The Department of Fair Employment and Housing may issue an order requiring the employer to conduct the required training if the company is not in compliance. Failure to meet the minimum legal standards may affect the strength of an employer’s defense and could provide a basis for punitive damages in the event of a sexual harassment lawsuit. Providing legally mandated training may serve as evidence that an employer took all reasonable steps necessary to prevent discrimination and harassment from occurring.
Companies that employ 50 or more workers are required by California Assembly Bill 1825 to provide 2 hours of sexual harassment training to supervisors every 2 years or within six months of their hiring. Failure to Comply Opens the Door to Harassment Lawsuits. Satisfy CA AB1825 requirements with these online courses.
What is sexual harassment in the workplace?
Sexual harassment is behavior that is bothersome, irritating, demeaning, and annoying. Sexual harassment is harassment of a sexual nature. But it can be more! It is against the law! It can lead to substantial and embarrassing court fines and significant payments to an injured party. It can mean reduced productivity. It can be a hostile work environment. It is wrong.
Sexual Harassment Prevention- CA AB1825 Compliant
This course satisfies the California AB 1825 two-hour mandatory training requirement for all employers with 50 or more employees to provide at least two hours of “classroom or other effective interactive training” to all supervisory employees on the prevention of sexual harassment, discrimination & retaliation. The interactive online course is ideal for small business owners, individual supervisors and corporate implementation.
Sexual harassment consists of unwanted, unwelcome sexual advances or sexual conduct in the workplace that has the effect of unreasonably interfering with someone's work performance. This type of behavior can create an intimidating/hostile work environment.
The goal of eliminating sexual harassment in the workplace should begin with prevention. To accomplish this goal, our online
Sexual Harassment Prevention training will:
•
increase your awareness, &
increase your awareness, & •provide you with the skills and motivation needed to address issues of sexual harassment
provide you with the skills and motivation needed to address issues of sexual harassment This training will provide both workers and supervisors with the following concepts:
•To understand the concept & definitions associated w/sexual harassment.
To understand the concept & definitions associated w/sexual harassment. •To identify situations and behaviors that could possibly be perceived as sexual harassment.
To identify situations and behaviors that could possibly be perceived as sexual harassment. •To understand a supervisor's obligations and responsibilities to create & maintain a harassment-free work environment.
To understand a supervisor's obligations and responsibilities to create & maintain a harassment-free work environment. •To apply specific strategies for preventing and eliminating sexual harassment in the workplace.
To apply specific strategies for preventing and eliminating sexual harassment in the workplace. •To appropriately respond to allegations of sexual harassment.
To appropriately respond to allegations of sexual harassment. •To apply specific strategies to promote healing after allegations of sexual harassment .
To apply specific strategies to promote healing after allegations of sexual harassment . Course participants will:
•Know the laws regulating sexual harassment & workplace discrimination
Know the laws regulating sexual harassment & workplace discrimination •Define the different types of sexual harassment
Define the different types of sexual harassment •Understand what constitutes sexual harassment behavior
Understand what constitutes sexual harassment behavior •Understand the enormous cost of sexual harassment to individuals, teams and organizations
Understand the enormous cost of sexual harassment to individuals, teams and organizations •Have tools to decrease the risk of sexual harassment
Have tools to decrease the risk of sexual harassment •Know the steps to take if they are being harassed, become aware of harassment or have been accused of harassment themselves
Know the steps to take if they are being harassed, become aware of harassment or have been accused of harassment themselves •Increase their knowledge of how to stop sexual harassment at many points
Increase their knowledge of how to stop sexual harassment at many points •Know the ethical, professional and lawful responsibilities as a manager, supervisor or lead in stopping and responding to sexual harassment
Know the ethical, professional and lawful responsibilities as a manager, supervisor or lead in stopping and responding to sexual harassment •Gain skills & tools as managers to intervene in an appropriate and lawful way to any charges of potential sexual harassment
Gain skills & tools as managers to intervene in an appropriate and lawful way to any charges of potential sexual harassment •Understand totally the process of sexual harassment investigation and know their professional role in the investigation
Understand totally the process of sexual harassment investigation and know their professional role in the investigation •Increase their understanding of why people don’t report sexual harassment
Increase their understanding of why people don’t report sexual harassment •Take action to know their company’s sexual harassment policy and procedures
Take action to know their company’s sexual harassment policy and procedures Anonymous Incident Reporting and Hotlines
Corporations lose billions of dollars every year by failing to meet the internal challenges of the modern workplace. One of the most cost-effective ways to stop problems before they start is through an Anonymous Incident Reporting System. In fact, since the passing of the 2002 Sarbanes-Oxley Act, all publicly traded companies are required to have such a system in place.
MySafeWorkplace™ is a 24/7/365 system that allows employees and vendors to report incidents via an 800 number or through the MySafeWorkplaceT website. Contractually guaranteed, within 3 minutes, incident reports are automatically distributed to the designated recipients in your organization, allowing you to immediately respond to brewing issues.
Sexual Harassment Statistics
The Equal Employment Opportunity Commission tracks sexual harassment statistics based on the number of complaints they receive. In Fiscal Year 2007, EEOC received 12,510 charges of sexual harassment. 16.0% of those charges were filed by males. EEOC resolved 11,592 sexual harassment charges in FY 2007 and recovered $49.9 million in monetary benefits for charging parties and other aggrieved individuals (not including monetary benefits obtained through litigation).
Other statistics can be found in a telephone poll conducted by Louis Harris and Associates on 782 workers revealed:
•31% of the female workers claimed to have been harassed at work
31% of the female workers claimed to have been harassed at work •7% of the male workers claimed to have been harassed at work
7% of the male workers claimed to have been harassed at work •62% of targets took no action
62% of targets took no action •100% of women claimed the harasser was a man
100% of women claimed the harasser was a man •59% of men claimed the harasser was a woman
59% of men claimed the harasser was a woman •41% of men claimed the harasser was another man
41% of men claimed the harasser was another manOf the women who had been harassed:
•43% were harassed by a supervisor
43% were harassed by a supervisor •27% were harassed by an employee senior to them
27% were harassed by an employee senior to them •19% were harassed by a coworker at their level
19% were harassed by a coworker at their level •8% were harassed by a junior employee
8% were harassed by a junior employee Studies suggest anywhere between 40-70% of women and 10-20% of men have experienced sexual harassment in the workplace.
The very high percentage of sexual harassment reported as coming from a supervisor means that sexual harassment training of supervisors is vital. It's also a California requirement (through AB-1825).
Sexual Harassment Prevention
This course is ideal for small business owners, individual supervisors and corporate enterprise-wide implementation.
Sexual harassment consists of unwanted, unwelcome sexual advances or sexual conduct in the workplace that has the effect of unreasonably interfering with a person's work performance. This type of behavior can create an intimidating or hostile work environment.
The goal of eliminating sexual harassment in the workplace must begin with prevention.
Sexual Harassment Prevention – CA AB1825 – Hospitality/Spanish
Developed specifically for the hospitality industry, this course satisfies the California AB 1825 2-hour mandatory training requirement for all employers with 50 or more employees to provide at least two hours of “classroom or other effective interactive training” to all supervisory employees on the prevention of sexual harassment, discrimination and retaliation. This interactive online course is ideal for small business owners, individual supervisors and corporate enterprise-wide implementation.
Sexual Harassment Training in Government Agencies
In January 2009, the state of Washington agreed to pay $800,000 to settle a sexual harassment lawsuit against the Department of Labor and Industries. In particular to note in this lawsuit, the manager not only refused to deal with the sexual (and racial) harassment, but also intimidated the women after it was report.
The details of the harassment are both sordid and familiar. It first started where two men started making sexual comments about women. It then led to giving disparate treatment to them and making sexual gestures. Finally, the women even claimed that one of the men had "rubbed his genitalia" on her leg and and “dry-humped her chair while she sat in it.”
But the disturbing aspects are of incident go beyond that. First, employees word for a government agency, the Department of Labor and Industries. Normally government employees receive much continuing education including sexual harassment training. Further, this department was responsible for enforcing public laws and protecting public money. You would expect them to be even more aware of the rules.
Second, the employees did complain about the treatment their received. The perpetrator received very little punishment and was put back in charge of the same women again. He then punished the "troublemakers" by taking away their job privileges and criticizing their job performance.
What this tells us is that it is critical to have a sexual harassment training program in place. Not only to train supervisors what to do, but to make the whole staff aware of how to handle complaints. Heightened awareness that can only come from good training is critical for supervisors but also staff members. With proper training, not only do people know what to do after a sexual harassment incident occurs, but they have the tools to prevent it before it goes too far
NEWS:
April 28, 2008
Court Upholds $1M Jury Award in Harassment Suit
The United States Court of Appeals for the Ninth Circuit has affirmed the judgment on a jury verdict in favor of the U.S. Equal Employment Opportunity Commission (EEOC) and a farm worker in a sexual harassment and retaliation lawsuit against Harris Farms, one of the largest integrated farming operations in the Central San Joaquin Valley in California.
The appeal followed a trial where the jury found Harris Farms liable for sexual harassment, retaliation, and constructive termination. The woman was awarded more than $1,000,000, including attorney's fees for her private lawyer, on her federal and state law discrimination claims.
During a six-week trial in the U.S. District Court for the Eastern District of California in Fresno, the woman, a Mexican immigrant who began picking crops for Harris Farms in the early 1980s, alleged that her supervisor raped her on several occasions and threatened her with a gun or a knife to ensure her compliance.
She also said that he also subjected her to repeated verbal sexual harassment and intimidation. In addition, she alleged she was subjected to sexually offensive and threatening gossip from co-workers, as well as retaliation. She said the conditions finally became so intolerable that she was forced to resign.
On January 21, 2005, the jury reached their verdict against Harris Farms and awarded the woman $53,000 in back pay, $91,000 for front pay (what she would have earned if she had continued working at her job) and $350,000 in compensatory damages for emotional pain and distress. The jury also awarded $500,000 in punitive damages against Harris Farms. (The amount of the punitive damages was later reduced to $300,000 because of limits set by federal discrimination law.)
CSU police chief Dexter Yarbrough's leave followed sexual harassment complaint
Aaron Hedge
Issue date: 3/23/09 Section: News
Former CSU Police Chief Dexter Yarbrough was placed on leave pending an investigation into his conduct over winter break on the heels of a sexual harassment complaint filed by a CSUPD employee, according to documents obtained last week by the Collegian.
Interim President Tony Frank mandated in a memo that Yarbrough go on paid leave on Dec. 19, nine days after the complaint was filed, according to a document log released last week by CSU officials.
The former chief resigned on March 6, just days after the Colorado Bureau of Investigation and CSU's Office of Equal Opportunity and Diversity released the findings of their university-commissioned probe into his conduct.
Yarbrough did not return a phone call from the Collegian requesting comment on the sexual harassment charges.
CSU officials said none of the records produced by the investigation, which ended Feb. 16, would be released to the public, saying state and university personnel rules prohibit their release and to protect the integrity of future investigations.
In the two and a half months of Yarbrough's leave from his $156,000-a-year position, he garnered about $33,000 from the university in pay.
During that time, a Collegian investigation found that Yarbrough had allegedly falsified police reports and routinely exhibited sexist and intimidating behavior toward his employees and students.
Audio recordings taken by one of his students in his criminal investigations class and turned in to the OEOD illustrate what sources describe as Yarbrough's rogue and potentially illegal police behavior.
In one classroom lecture in spring 2008, Yarbrough advised his students -- including many aspiring police officers -- to provide illicit drugs to informants as payment for information.
"We may decide to give the informant 10 of those (crack cocaine) rocks. OK," Yarbrough said to his criminal investigations class, for which he is additionally compensated as an adjunct instructor.
California Sexual Harassment Training Locations:
Alhambra, Anaheim, Antioch, Bakersfield, Baldwin Park, Berkeley, Buena Park, Burbank, Carlsbad, Carson, Chico, Chino, Chino Hills, Chula Vista, Citrus Heights, Clovis, Compton, Concord, Corona, Costa Mesa, Daly City, Downey, El Cajon, El Monte, Elk Grove, Escondido, Fairfield, Fontana, Fremont, Fresno, Fullerton, Garden Grove, Glendale, Hawthorne, Hayward, Hesperia, Huntington Beach, Indio, Inglewood, Irvine, Lakewood, Lancaster, Livermore, Long Beach, Los Angeles, Merced, Mission Viejo, Modesto, Moreno Valley, Murrieta, Newport Beach, Norwalk, Oakland, Oceanside, Ontario, Orange, Oxnard, Palmdale, Pasadena, Pomona, Rancho Cucamonga, Redding, Redwood City, Rialto, Richmond, Riverside, Roseville, Sacramento, Salinas, San Bernardino, San Diego, San Francisco, San Jose, San Leandro, San Marcos, San Mateo, Santa Ana, Santa Barbara, Santa Clara, Santa Clarita, Santa Maria, Santa Monica, Santa Rosa, Simi Valley, South Gate, Stockton, Sunnyvale, Temecula, Thousand Oaks, Torrance, Tracy, Vacaville, Vallejo, Ventura, Victorville, Visalia, Vista, West Covina, Westminster, Whittier.
States Served:
Alabama Ala. AL
Alaska Alaska AK
American Samoa AS
Arizona Ariz. AZ
Arkansas Ark. AR
California Calif. CA
Colorado Colo. CO
Connecticut Conn. CT
Delaware Del. DE
Dist. of Columbia D.C. DC
Florida Fla. FL
Georgia Ga. GA
Guam Guam GU
Hawaii Hawaii HI
Idaho Idaho ID
Illinois Ill. IL
Indiana Ind. IN
Iowa Iowa IA
Kansas Kans. KS
Kentucky Ky. KY
Louisiana La. LA
Maine Maine ME
Maryland Md. MD
Marshall Islands MH
Massachusetts Mass. MA
Michigan Mich. MI
Micronesia FM
Minnesota Minn. MN
Mississippi Miss. MS
Missouri Mo. MO
Montana Mont. MT
Nebraska Nebr. NE
Nevada Nev. NV
New Hampshire N.H. NH
New Jersey N.J. NJ
New Mexico N.M. NM
New York N.Y. NY
North Carolina N.C. NC
North Dakota N.D. ND
Northern Marianas MP
Ohio Ohio OH
Oklahoma Okla. OK
Oregon Ore. OR
Palau PW
Pennsylvania Pa. PA
Puerto Rico P.R. PR
Rhode Island R.I. RI
South Carolina S.C. SC
South Dakota S.D. SD
Tennessee Tenn. TN
Texas Tex. TX
Utah Utah UT
Vermont Vt. VT
Virginia Va. VA
Virgin Islands V.I. VI
Washington Wash. WA
West Virginia W.Va. WV
Wisconsin Wis. WI
Wyoming Wyo. WY
Cities Served:
Albuquerque, N.M.
Arlington, Texas
Atlanta, Ga.
Austin, Tex.
Baltimore, Md.
Boston, Mass.
Charlotte, N.C.
Chicago, Ill.
Cleveland, Ohio
Colorado Springs, Colo.
Columbus, Ohio
Dallas, Tex.
Denver, Colo.
Detroit, Mich.
El Paso, Tex.
Fort Worth, Tex.
Fresno, Calif.
Honolulu, Hawaii
Houston, Tex.
Indianapolis, Ind.
Jacksonville, Fla.
Kansas City, Mo.
Las Vegas, Nev.
Long Beach, Calif.
Los Angeles, Calif.
Louisville/Jefferson County, Ky.
Memphis, Tenn.
Mesa, Ariz.
Miami, Fla.
Milwaukee, Wis.
Minneapolis, Minn.
Nashville-Davidson, Tenn.
New Orleans, La.
New York, N.Y.
Oakland, Calif.
Oklahoma City, Okla.
Omaha, Nebr.
Philadelphia, Pa.
Phoenix, Ariz.
Portland, Ore.
Sacramento, Calif.
St. Louis, Mo.
San Antonio, Tex.
San Diego, Calif.
San Francisco, Calif.
San Jose, Calif.
Seattle, Wash.
Tucson, Ariz.
Tulsa, Okla.
Virginia Beach, Va.
Washington, DC
Wichita, Kans
Online ethics and compliance training classes - covers California sexual harassment prevention, discrimination prevention, americans with disabilities, antitrust basics, insider trading,ethics and compliance basics,fraud awareness ,drug free workplace, preventing violence in the workplace and workplace diversity
Online ethics and compliance training classes - covers California sexual harassment prevention, discrimination prevention, americans with disabilities, antitrust basics, insider trading,ethics and compliance basics,fraud awareness ,drug free workplace, preventing violence in the workplace and workplace diversity
Preventing Discrimination and Harrassment for Employees
Dating back to the late 1800s, common law in the United States defined the employment relationship as "at will," meaning that employers were free to hire and fire at will. Employers could, for example, refuse to hire minorities, segregate the work force, assign unpleasant work to women, and deny such groups opportunities for advancement. That's all changed. Federal and state laws now prohibit discrimination and harassment in the workplace on the basis of age, sex, race, religion, national origin, disability or pregnancy.
Training employees to prevent workplace discrimination and harassment is nothing less than essential. Not only can workplace discrimination and harassment affect employee productivity, it can divert resources from the company's real business. Improper conduct can also lead to company liability for workplace discrimination and harassment. The U.S. Supreme Court has recently established legal standards that employers must meet to avoid — or at least minimize — incidents of discrimination and harassment and avoid liability for punitive damages.
The first steps in meeting these standards are (1) to create an anti-discrimination and anti-harassment policy, and (2) to communicate it to all employees and independent contractors, both full-time and part-time, permanent and temporary. This training program includes a generic policy, which you can use or readily substitute with your company's policy.
Program Summary
There are four versions of the program — two for managers and two for nonmanagerial employees. Some versions include video vignettes, and others are text-only.
The manager's version covers the following topics:
Reasons for concern
- Key federal laws
- Sexual harassment
- Types of sexual harassment
- Conduct to be avoided
- Other prohibited harassment
- Conduct to be avoided
- Employer liability for harassment by employees
- Retaliation
- Responding to Complaints
- Maintaining a respectful work environment
The non-managerial employee's version covers the following topics:
- Key federal laws
- Sexual harassment
- Types of sexual harassment
- Conduct to be avoided
- Other prohibited harassment
- Conduct to be avoided
- Retaliation
- Maintaining a respectful work environment
Sexual Harassment Prevention- Hospitality - Non CA
Developed specifically for the hospitality industry, this course speaks to the culture of the hospitality industry and is supported with scenarios and precedent-setting case law. This interactive online course is ideal for small business owners, individual supervisors and corporate enterprise-wide implementation.
Sexual harassment consists of unwanted, unwelcome sexual advances or sexual conduct in the workplace that has the effect of unreasonably interfering with a person's work performance. This type of behavior can create an intimidating or hostile work environment.
The goal of eliminating sexual harassment in the workplace must begin with prevention. To accomplish this goal, our online Sexual Harassment Prevention training will:
increase your awareness, and provide you with the skills and motivation needed to address issues of sexual harassment
This training will provide both workers and supervisors with the following concepts:
- To understand the concept and definitions associated with sexual harassment.
- To identify situations and behaviors that could be perceived as sexual harassment.
- To understand a supervisor's obligations and responsibilities to create and maintain a harassment-free work environment.
- To apply specific strategies for preventing and eliminating sexual harassment in the workplace.
- To appropriately respond to allegations of sexual harassment.
- To apply specific strategies to promote healing after allegations of sexual harassment .
Course participants will:
- Know the laws regulating sexual harassment and workplace discrimination
- Define the different types of sexual harassment
- Understand what constitutes sexual harassment behavior
- Understand the cost of sexual harassment to individuals, teams and organizations
- Have tools to decrease the risk of sexual harassment
- Know the steps to take if they are being harassed, become aware of harassment or have been accused of harassment themselves
- Increase their knowledge of how to stop sexual harassment at many points
- Know the ethical, professional and lawful responsibilities as a manager, supervisor or lead in stopping and responding to sexual harassment
- Gain skills and tools as managers to intervene in an appropriate and lawful way to any charges of potential sexual harassment
- Understand the process of sexual harassment investigation and know their professional role in the investigation
- Increase their understanding of why people don’t report sexual harassment
- Take action to know their company’s sexual harassment policy and procedures
Workplace Diversity
Workplace Diversity Training
Dramatic cultural and social changes in the mid-twentieth century altered Western society in a way that affected the workforce and the customer base that companies serve. The emergence of a global economy and revolutionary advances in telecommunications later in the century made the world a much "smaller" place.
In the new millennium, the corporate world finds itself in an environment in which people of a wide variety of races, cultures, religions, ages and lifestyles interact regularly on the same level both within and outside the workplace. The norms that dictated behavior between men and women a half-century ago are transforming, as well.
Diversity is evermore apparent in everything from our names to the types of food we eat, and long-taboo subjects are now discussed freely. People in wheelchairs work alongside openly gay co-workers, and a variety of languages is spoken by employees and customers alike. Human conditions from obesity and dwarfism to mental illness and alcoholism are treated with increasing sensitivity and openness.
Our laws on the federal, state and local level have added a level of legal protection in the workplace that all employees need to be aware of. Diversity-awareness training covers these protections, and it goes on to (1) emphasize the importance of treating everyone with respect and dignity and (2) demonstrate how embracing diversity can be a sound business strategy.
Other Ethics Courses
Workplace Ethics is a subject that we have all heard of. In fact, the subject of Ethics in general is something that most people are familiar with. And, what is commonly understood about ethics is there are ethics and then there are workplace ethics. What most people don’t realize, however, is that there is no such thing as workplace ethics; ethics are the same, (or, should be) whether in the workplace or in personal life.
Guide to Working with Business Ethics
Working with business ethics teaches your staff to focus on ethical practices
By Angela Roe
Corporate social responsibility is important to everyone, and in many instances, a minimum in ethical practices has been mandated by federal, state and local law. Educate yourself on the legal compliance with ethical business practice that you need to maintain to remain well within those legal boundaries.
Create a comprehensive policy of workplace ethics and responsibility, and make sure it's easily accessed by everyone in your business. Spell out not only the behavioral expectations but also the consequences one can expect when those expectations are not met.
- 1. Hire a consultant to help you design an ethics training program.
- 2. Use ethics courses to foster corporate social responsibility.
- 3. Allow your employees to train at their own pace on ethics using business webinars and DVDs.
Action Steps to Fostering Ethics in Business
The best contacts and resources to help you get it done
Hire professionals to coach you and your staff on workplace ethics and responsibility Depend on the expertise of ethics coaches and consultants to help you design an official policy that covers the ethical behaviors in your business.
Make routine business ethics training mandatory Look for ethics courses and classes that will keep your staff members trained in ethical business practices. Evaluate the various types of ethics courses offered and create a curriculum that suits your type of business.
Use webinars and DVDs to convey information about business ethics to your staff Opt for webinars or DVDs that your employees can view as time permits to help them learn more about working with business ethics. Many webinars can be attended live and recorded for later so your entire staff isn't tied up or unavailable at one time. DVDs allow your staff members to keep up with ethics training on their own time.
Tips & Tactics to Maintain a Climate of Corporate Social Responsibility
Make sure that your corporate ethics training meets all the legal standards of compliance required for your type of business. Also consider how frequently your employees need to participate in ethics training programs to remain in compliance.
House Bans Bias Against Gays at Work
Posted Nov 7, 07 10:14 PM CST in US | ShareThis
(Newser) – It took more than 30 years, but House Democrats today passed a bill banning workplace discrimination against homosexuals, the New York Times reports. Thirty-five Republicans joined 200 Democrats to pass the legislation, which would amend the Civil Rights Act and safeguard workers against discrimination because of their “actual or perceived sexual orientation.” Ted Kennedy says he will introduce it in the Senate.
Critics said the bill overstepped the federal government’s authority and would encourage unnecessary lawsuits. And some gay activists accused Nancy Pelosi of sacrificing rights for transsexual and transgendered individuals and granting broad exemptions to religious groups to get the measure approved. Still, proponents say it's the most important civil rights legislation since the Americans with Disabilities Act of 1990.
Source: New York Times
California Cities Served:
CID2618
