What is the cost of the course and what methods of payment are accepted?
The cost of each course is located in the course catalog. You may pay using all major credit cards (Visa ®, MasterCard ®, Discover ® or American Express ®) or electronic check payment (Telecheck ®).
Will my computer work with this course?
Most all PC computers will work with this course so long as you have Internet access. You can login from multiple computers, as long as you are connected to the Internet and remember your username and password
Is it secure to send my credit card information over the internet?
Yes. Online SchoolRoom/360Training uses a secure server to process all transactions, since credit card transactions are very sensitive in nature
We have less than 50 employees or contractors – should we worry about AB 1825?
Yes. Although employers with fewer than 50 employees or contractors are not required to comply, it will still affect employers if they are faced with a claim of sexual harassment by an applicant or employee. All employers must take "all reasonable steps" to prevent and rectify sexual harassment in the workplace. One such "reasonable step" is an effective program to train and educate employees about sexual harassment
Should employers provide training to non-supervisors?
Employers are still responsible under California and federal law to provide workplace harassment prevention training periodically to non-supervisory employees. The California FEHA requires employers to take “all reasonable steps to prevent harassment from occurring.” (Cal. Gov code § 12950.) According to the California Department of Fair Employment and Housing (DFEH), a sexual harassment training program for all employees “is not only required by law, but it is the most practical way to avoid or limit damages if harassment should occur despite preventative efforts
Does compliance with AB 1825 protect us from liability for sexual harassment?
Rulings by the Supreme Court, state and federal agencies indicate that employers providing sexual harassment training, with an anti-harassment policy and a complaint procedure that has been clearly communicated will minimize their liability exposure. Although compliance with AB 1825 will not totally immunize an employer from civil liability, it will contribute to lowering the susceptibility
Online System Requirements
While you may use the minimal requirements shown below, we recommend using a faster system and faster Internet connection. Some courses may take time to download on 56k modem. If your computer is not up to par, the local library should have on-site computers available and connected to the Internet free of charge.
- · IBM PC Compatible Computer (minimum 200 MHz processor with 32MB RAM)
- · Sound Card with speakers or headphones
- · SVGA (800x600) video card, driver, and monitor
- · Microsoft Windows 95/98/ME/NT/2000/XP or Vista
- Internet connection (minimum 56Kbps recommended)
- · Microsoft Internet Explorer version 6.0 or greater (free download below)
- · Macromedia Shockwave/Flash Player 7.0 (free download below)
Free Downloads
If you do not meet the software requirements from above, please download the latest version by clicking on the links below.
Facts
On Sept. 30, 2004, Governor Arnold Schwarzenegger signed into law Assembly Bill 1825, mandating employers with 50 or more employees to provide 2 hours of training and education to all supervisory employees once every two years.
The law applies to California employers with 50 total employees or independent contractors including those outside the state, even if the headquarters are outside California. For example, if an employer has 40 employees and regularly has 10 temporary workers, the employer is covered. New supervisors must be trained within 6 months of becoming a supervisor or having “supervisory authority”.
The definition for “supervisor”, as used in FEHA, is defined in section 12926, subdivision (r), as follows: “ ‘Supervisor’ means any individual having the authority, in the interest of the employer, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or the responsibility to direct them, or to adjust their grievances, or effectively to recommend that action, if, in connection with the foregoing, the exercise of that authority is not merely of a routine or clerical nature, but requires the use of independent judgment.”
For employers required to train supervisors on sexual harassment under AB 1825, only supervisors located in California need be trained (AB 2095; amended Government Code § 12950.1). It is highly recommended by lawyers I've consulted that any supervisor, as defined in section 12926 be trained, even though that person might not work in California. A judge I spoke with said the first questions she asks are "Did you do the training and do you have documentation?"
It is recommended that employers provide the required training not only to designated managers and supervisors but to all employees whose job duties include making the noted types of personnel decisions.
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
Sexual Harassment Prevention– CA AB1825 – Hospitality/Spanish
Sexual Harassment Prevention
Sexual Harassment Prevention- CA AB1825 Compliant
Sexual Harassment Prevention- CA AB1825 - Hospitality
Sexual Harassment Prevention- Hospitality - Non CA
Preventing Discrimination & Sexual Harassment (Managers)
Preventing Discrimination and Harassment for Employees
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).
Other Compliance Courses
Antitrust Basics,Avoiding Insider Trading,Basics of Antitrust Law,Business Ethics,Code of Conduct,Conflicts of Interest,Deficit Reduction Act Compliance,Drug Free Workplace,Email and Internet Use,Email Netiquette ,Ethics and Compliance Basics ,Ethics for Legal Staff ,Export Controls,Fair Labor Standards Act ,Family Medical Leave Act.FAR Subpart 9.5 Conflicts of Interest ,Federal Government Contracts,Federal Government Contracts,Foreign Corrupt Practices ,Foreign Corrupt Practices Act,Fraud Awareness and Detection,Gramm-Leach-Bliley Act ,Healthcare Fraud and Abuse,HIPAA Privacy & Security Compliance,HIPAA
Antitrust Basics,Avoiding Insider Trading,Basics of Antitrust Law,Business Ethics,Code of Conduct,Conflicts of Interest,Deficit Reduction Act Compliance,Drug Free Workplace,Email and Internet Use,Email Netiquette ,Ethics and Compliance Basics ,Ethics for Legal Staff ,Export Controls,Fair Labor Standards Act ,Family Medical Leave Act.FAR Subpart 9.5 Conflicts of Interest ,Federal Government Contracts,Federal Government Contracts,Foreign Corrupt Practices ,Foreign Corrupt Practices Act,Fraud Awareness and Detection,Gramm-Leach-Bliley Act ,Healthcare Fraud and Abuse,HIPAA Privacy & Security Compliance,HIPAA
Other Ethics Areas
Antitrust Basics
Antitrust Law Training —
As the complexities of the business world multiply, so do potential antitrust problems for a company up and down its organizational chain. An intricate web of federal, state and international statutes and regulations poses significant dangers for both intentional and inadvertent antitrust violations — companies are fined, mergers and acquisitions are thwarted, enormous litigation costs pile up, people go to jail. As importantly, businesses and their employees become afraid to be inventive, aggressive and competitive in completely legitimate ways.
Accordingly, it is crucial that businesses train their employees on the what, why and how of antitrust enforcement: (1) what are the basic principles of antitrust law, what problems occur in the real world during formal and informal communication with colleagues, customers, competitors, suppliers and business partners, what special issues arise with e-mail, voice-mail, trade associations and websites, what rights of yours are being trampled on by your competitors; (2) why compliance with antitrust law is important to your business goals and the free-enterprise system in general, why avoiding violations and civil and criminal penalties is so important; and (3) how to recognize potential problems, how to deal with them, and how to compete creatively and legitimately.
Program Summary
This program briefly describes the main laws behind antitrust enforcement, the penalties for violating them, and the purpose behind the enforcement scheme. It then turns to the core principles and red flags that each employee should know so he or she can recognize trouble areas and know how to deal with them.
The topics covered in the program include —
• Relationships with competitors
• Relationships with customers
• Mergers and acquisitions
• Monopolistic behavior
• Price discrimination
• Exemptions from the antitrust laws
• Special industries
• Antitrust in other contexts
Avoiding Insider Trading
Investing in stocks has become an important factor in the financial lives of millions of people across many income levels. News reports of overnight billionaires in the stock market can tempt people to try to cash in on inside information they learn at work before the news is known to the general public. But buying or selling stock based on a simple "tip" can, under certain circumstances, violate federal law and lead to severe fines and even prison sentences.
As a result, it is essential that businesses provide their employees with a basic understanding of insider-trading law and what employees can and can't legally do.
Program Summary
This program explains insider-trading law in simple, understandable terms and gives examples of scenarios that can easily at occur in a workplace and land the individuals involved, their supervisors, friends and family, and even the company itself in trouble.
The topics covered in the program include—
Summary of the laws prohibiting insider trading
Civil and criminal penalties for those who violate the law
What is material information?
What is non-public information?
Potential liability of employees, their families, friends and business associates
Ethics and Compliance Training
FAQs / Help
