BUSINESS ETHICS AND COMPLIANCE TRAINING - View Sample Descriptions
Sexual Harassment Prevention- CA AB1825 – Hospitality/Spanish
Sexual Harassment Prevention- CA AB1825 - Compliant
Sexual Harassment Prevention- CA AB1825 - Hospitality
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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.
WORKPLACE ETHICS TRAINING
BUSINESS ETHICS AND COMPLIANCE TRAINING Course Descriptions
This course satisfies the California AB 1825 2-hour mandatory training requirement for all employers with 50 or more employees to provide at last 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. This is part of BUSINESS ETHICS & COMPLIANCE TRAINING.
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 environ¬ment.
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 .
SPECIFIC LEARNING OBJECTIVES
Course participants in workplace ethics training 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
This course is ideal for small business owners, individual supervisors and corporate enterprise-wide implementation. It is a part of workplace ethics training.
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 environ ment.
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 .
SPECIFIC LEARNING OBJECTIVES
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
Course Introduction - related to business ethics and compliance training
Preventing Discrimination provides employers and managers with relevant and useful information on employee rights in the workplace. A manager is directly responsible for maintaining a respectful and professional workplace environment. This course prepares a manager and employer for the responsibilities associated with preventing discrimination and harassment in the workplace. It covers pertinent federal laws on job discrimination and explains how to establish a company anti-discrimination policy. The material in the course provides the employer with a step-by-step process for handling discrimination complaints by employees. Finally, the course provides numerous examples and scenarios, which aid in the retention of these concepts. This course is specifically designated for workplace employers and workplace ethics training.
This course is also ideal for small business owners, individual supervisors, and corporate enterprise-wide implementation. The second portion of this course addresses the impact of sexual harassment in the workplace.
Because sexual harassment consists of unwanted and unwelcome sexual advances or sexual conduct that has the effect of unreasonably interfering with a person's work performance, this type of behavior can create an intimidating or hostile work environ¬ment. The goal of eliminating sexual harassment in the workplace must begin with prevention. To accomplish this goal, this instruction will help you identify situations and behaviors that could be perceived as such harassment, understand a supervisor's obligations and responsibilities to create and maintain a harassment-free work environment, apply specific strategies for preventing and eliminating sexual harassment, and appropriately responding to allegations of sexual harassment - workplace ethics training.
Learning Objectives
Upon completion of this course, the student should be able to:
• List and explain the six federal laws enforced by the EEOC which prohibit job discrimination.
• Identify the two different types of sexual harassment that may be present within the workplace.
• Describe the procedures involved in filing an official complaint with the EEOC.
• Recognize discriminatory behavior within the workplace.
• Explain the company’s policy on discrimination and harassment, and the procedures present for filing a complaint within the workplace.
• Analyze the role a manager plays in detecting, dismantling, and preventing discrimination and harassment within the workplace.
• Discuss the laws regulating sexual harassment and workplace discrimination.
• Distinguish between the different types of sexual harassment.
• Describe what constitutes sexual harassment behavior.
• Explain the cost of sexual harassment to individuals, teams, and organizations.
• Predict what steps to take in order to decrease the risk of sexual harassment.
• List the steps to take if harassment becomes an issue in the workplace.
• Support the ethical, professional, and legal responsibilities a manager, supervisor, or lead has in stopping and responding to sexual harassment.
• Modify the skills and tools that are needed in managerial positions in order to intervene in an appropriate and lawful way to any charges of potential sexual harassment.
• Summarize the process of sexual harassment investigation and each person’s professional role in the investigation.
• Relate to reasons why many people do not report sexual harassment.
• Test a company’s sexual harassment policy and procedures.
Protecting trade secrets is more important than ever today, as companies look for ways to get ahead and stay ahead of the competition. Prudent companies are recognizing the need not only to protect their own confidential business information as trade secrets, but also to guard against the misappropriation of others' trade secrets.
In most cases, it is an act or omission of a company's employees that leads to a loss, theft or misappropriation of trade secrets. More and more companies are taking steps to prevent the loss or misappropriation of their confidential business information.
Program Summary
The topics covered in the program include —
◦Overview of trade-secret law
◦Company policies and procedures
◦New hires
◦Departing employees
◦Joint ventures and sale/merger activities
◦Customer/supplier relationships
◦Outside consultants and temporary workers
◦Unsolicited ideas
Antitrust Law Training — Antitrust Basics
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. This applies to workplace ethics training.
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
HIPAA Privacy & Security Compliance as pertains to business ethics and compliance training
HIPAA Online Training
The privacy and security of personal information is something everyone should be concerned about. This is especially true in the area of healthcare, where individuals share details of their health, personal lives and finances when they are at their most vulnerable. The Health Insurance Portability and Accountability Act ("HIPAA") addresses these issues by imposing stringent record-keeping and security requirements on healthcare providers and related entities. The regulations require uniform coding for the electronic transmission of patient data.
In addition, the regulations require "covered entities" — healthcare providers, health insurance plans, healthcare clearinghouses, and those who contract with these entities — to create and implement privacy and security policies covering all patient data that is electronically transmitted or maintained (along with all paper counterparts). The work needed to comply with these regulations presents a tremendous challenge for all organizations that handle healthcare information.
Program Summary
This program explains the HIPAA regulations pertaining to the privacy and security of healthcare information. The topics covered in the program include —
• Overview of HIPAA • Notice of privacy practices • Physical safeguards for security
• Covered entities • Reasonable safeguards • Technical safeguards for security
• Covered transactions • Other uses of PHI • E-mail, faxes and e-faxes
• Protected health information (PHI) • Administrative safeguards for privacy • Compliance and enforcement
• The privacy and security rules • Administrative safeguards for security
The Americans with Disabilities Act (ADA) was enacted in 1990 with the goal of ending discrimination against individuals with disabilities. Title I of the ADA prohibits employers from discriminating in all aspects of the employment relationship, including application, testing, medical examinations, hiring, training, assignments, evaluations, disciplinary actions, promotions, layoffs and terminations, as well as compensation, leave and other benefits. Since the law went into effect, its enforcement by the U.S. Equal Employment Opportunity Commission (EEOC) has resulted in payments of over $300 million by businesses to more than 20,000 individuals. Recent cases resulting in jury awards of up to $13 million in punitive damages make the importance of understanding and complying the ADA clear.
Program Summary
This program explains the ADA in simple, understandable terms. The topics covered in the program include —
◦Understanding who is protected by the statute
◦The meaning of a reasonable accommodation
◦Use of qualification standards and selection criteria
◦Application of the ADA to the hiring process
◦Considerations in dealing with current employees
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. Business ethics and compliance training.
Workplace Ethics Training
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.
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. (Part of workplace ethics training)
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
BUSINESS ETHICS AND COMPLIANCE TRAINING - 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
Business ethics and compliance training, workplace ethics training, sexual harassment workplace training, workplace discrimination training, americans with disabilities act training, ethics and compliance basics, drug free workplace training, preventing violence in the workplace training, workplace diversity training
Business ethics and compliance training, workplace ethics training, sexual harassment workplace training, workplace discrimination training, americans with disabilities act training, ethics and compliance basics, drug free workplace training, preventing violence in the workplace training, workplace diversity training
BUSINESS ETHICS AND COMPLIANCE TRAINING - Workplace Ethics Training
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.
FEATURED
COURSES
Guide to Working with Business Ethics
Working with business ethics teaches your staff to focus on ethical practices - workplace ethics training
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. SEE OUR BUSINESS ETHICS & COMPLIANCE TRAINING
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
Business Ethics and Compliance Training
EMPLOYERS: WE HAVE BULK DISCOUNTS AVAILABLE .
For Enrollment Questions call 877.230.9485
