Preventing Discrimination & Sexual Harassment (Managers)
Course Introduction
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.
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 environment. 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.
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.
This 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
Managers Training For Preventing Discrimination & Sexual Harassment, Preventing Discrimination & Sexual Harassment, manager training for sexual harassment, Discrimination & Sexual Harassment in the workplace. Also covers antitrust basics, avoiding insider trading, foreign corrupt practices act & fraud awareness and protection
MORE SAMPLE COURSES
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.
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
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
Foreign Corrupt Practices Act (FCPA)
With the increasing globalization of our economy, companies are faced with new challenges as well as new opportunities. Part of this new environment is compliance with laws such as the Foreign Corrupt Practices Act, or FCPA, that regulate the way U.S. companies transact international business. Enacted in 1977, the FCPA was a response to government findings that hundreds of U.S. companies, including many of the Fortune 500, were using cash and "slush funds" to make questionable or illegal payments to foreign government officials, politicians and political parties. The purpose of the statute is to halt the bribery of foreign officials and restore public confidence in the integrity of the American business system.
Recent international initiatives, including the Inter-American Convention Against Corruption and the OECD's Convention on Combating Bribery of Foreign Public Officials in International Business Transactions, have refocused the world's attention on anti-bribery issues. Major U.S. trading partners have now promised that they, too, will enact legislation similar to the FCPA. In fact, at least 21 signatories of the OECD convention have already done so. These international efforts to battle corruption mean that U.S. companies can compete on the merits with increasing certainty that they will not be undercut by a competitor's illicit payment to a foreign-government purchaser. They also mean that there is an increased emphasis on enforcement of anti-corruption legislation worldwide, and particularly of the FCPA within the U.S., making company compliance more important than ever.
Program Summary
The topics covered in the program include —
• Purpose, scope and coverage of the FCPA
• Prohibited recipients and payments
• Intent and "knowing" standard
• Due diligence and recognizing red flags
• Exceptions and affirmative defenses
• The "books and records" provisions
• Penalties and sanctions
Corporate fraud is on the rise. Losses attributable to corporate fraud were estimated at $600 billion in 2002, up from $400 billion in 1996. Employee theft alone costs American businesses between $60 and $120 billion a year. Aside from unscrupulous employees and third parties, a major contributing factor to corporate fraud is simply a lack of awareness of it.
Dishonest employees prey on unsuspecting co-workers and supervisors, and clever third parties use so-called "social engineering" tactics to penetrate a company's defenses. Because successful fraud schemes are hard to detect, everyone from rank-and-file employees to executives needs at least a basic knowledge of how these schemes work and what the warning signs are.
Program Summary
This program is intended not only to instill in employees a sense of responsibility to comply with the law and report misconduct, but also to make employees aware of fraud so that it can be detected and nipped in the bud. The program covers the most common types of fraud used to siphon of millions of dollars from corporations every day. The topics covered include:
Fraud overview
Billing schemes and their warning signs
Skimming
Check tampering and its warning signs
Red flags of bribery and kickbacks
Expense-reimbursement schemes
Payroll fraud
Non-cash misappropriations
Cash larceny
Social engineering
Reporting fraudulent conduct
Other Ethics Areas
States Served:
Managers Training For Preventing Discrimination & Sexual Harassment, Preventing Discrimination & Sexual Harassment, manager training for sexual harassment, Discrimination & Sexual Harassment in the workplace. Also covers antitrust basics, avoiding insider trading, foreign corrupt practices act & fraud awareness and protection
EPA managers must attend anti-discrimination training
By Kellie Lunney klunney@govexec.com May 7, 2001
Managers at the Environmental Protection Agency must attend civil rights training as part of the agency's effort to eliminate discrimination in the workplace, Administrator Christine Todd Whitman announced last week.
All 1,600 EPA managers and supervisors will be required to attend a two-day national civil rights training program this summer, according to a May 3 e-mail message from Whitman to all employees. EPA and the Equal Employment Opportunity Commission will work together to develop the program.
In addition to the mandatory training, Whitman outlined a series of other efforts to address the allegations of discrimination that have plagued EPA in recent years. Whitman said a special case closure team will review all backlogged Title VII discrimination complaints and issue final decisions on them by the end of the year. Title VII complaints concern alleged acts of discrimination against agency employees.
Whitman also said she plans to announce next month a comprehensive strategy for eliminating the backlog of Title VI discrimination complaints within two years. Title VI complaints include possible acts of discrimination by recipients of federal funding.
EPA will begin distributing copies of its anti-discrimination policies and procedures to employees this week. Employees will have to sign a form indicating they have received the policies.
A senior-level group within the agency has been reviewing agencywide employment and personnel practices to ensure they reflect the agency's commitment to equal opportunity, said Whitman.
"As I pledged to you 11 weeks ago, I will continue to personally monitor our progress in these areas," Whitman said.
Shortly after Whitman arrived at EPA, she sent a letter to U.S. District Attorney Wilma A. Lewis asking her to drop any challenges to a case involving Marsha Coleman-Adebayo, a black senior manager at the agency. Coleman-Adebayo won a $600,000 verdict in a race and sex discrimination suit against EPA last August.
Managers Training For Preventing Discrimination & Sexual Harassment
