Search Course Catalog (251 Courses Found)

A detailed course on harassment and discrimination prevention that addresses requirements around AB1825, AB2053, SB396 and CA FEHA requirements. This course consists of 12 modules and is designed especially for supervisors & managers.

Tackling the 'hard to discuss' issues of respect, inclusion and diversity in the workplace, this course will provide your employees with the tools they need to understand and manage their behavior as it relates to others in the workplace. Use the M.E.E.T. model for managing diversity dynamics while emphasizing inclusion and respect.

Your managers are legally obligated to understand and enforce company employment policies and procedures to reduce the chance of discrimination and lawsuits. Workplace scenarios illustrate that taking critical precautions and having a clear understanding of the law will minimize employment discrimination and maximize equal employment opportunity.

Managers must be able to recognize, even address and report harassment in an appropriate and timely manner. To ensure effectiveness, this course goes beyond basic sexual harassment training to address unacceptable workplace behavior including discrimination, retaliation, bullying and other forms of harassment that may occur in your workplace.

Managers have a lot on their plate these days. They are expected to hire the right people for the job, coach and motivate their employees, anticipate problems before they occur, and get their own workloads completed on time and within budget. If this seems like a lot to focus on, it’s not all. We also need them to keep themselves and the organization out of court. Managers and supervisors make decisions every day that impact the lives of the people throughout the organization. They have an obligation to make sure those decisions don’t result in a lawsuit. This is a lot of responsibility for managers. It’s the Law™ can help them put the legalities of management into perspective and keep the organization out of the courtroom.

This eLearning course provides a solid foundation for understanding sexual harassment - through realistic scenarios and an informative narrator. Use it to supplement annual refresher sexual harassment-prevention training requirements.

Knowing what behavior is acceptable in the workplace is more important-and often more confusing-than ever. This program addresses all forms of unacceptable behavior, including hazing, gossip, retaliation and more.

Equip employees to make the right choices in tough ethical situations. This updated eLearning course will help your employees learn how to recognize the most common business ethics and compliance situations they face every day. It provides a clear, easy-to-use model that will help them think things through to arrive at the most appropriate choice of action to take, ensuring the integrity of your organization.

This course is designed to help you understand the wide range of harassment and discrimination situations and your responsibilities in contributing toward a workplace free of divisive, unlawful behaviors.

Documenting workplace discipline involves creating clear, factual, and structured records of disciplinary actions taken in response to employee behavior or performance issues. Properly documented discipline serves as a reliable reference for both management and employees, ensuring that procedures are followed fairly, consistently, and transparently. It also helps protect the organization legally by providing a documented trail of corrective measures.

Title VII of the Civil Rights Act lays out specific protections for all employees. Racial, ethnic and religious epithets and other expressions of bias are more common than we realize. Organizations must protect their employees and make it clear that these behaviors are unacceptable wherever they come from, including customers.

Retaliation prevention involves implementing policies, practices, and safeguards to protect employees from negative consequences or punishment for engaging in legally protected activities, such as reporting discrimination, harassment, unsafe conditions, or other violations. It ensures employees can raise concerns or participate in investigations without fear of adverse actions.

Workplace harassment can create a hostile work environment, which is the most subtle form of sexual harassment. This occurs when verbal, physical or visual behavior in the workplace focuses on the sexuality of another person or occurs because of the person’s gender, is unwanted or unwelcome, and is severe or pervasive enough to affect the person’s work environment.

Specifically designed for managers, supervisors and leaders, Right Side of the Line takes a proactive approach to creating and maintaining respectful organizational cultures in order to remain legally compliant, to ensure adherence to organizational policies and to thrive and prosper. The goal is to create a workplace where people want to come… and stay! It’s your management team's job – and the job of every employee and coworker – to create a professional workplace by demonstrating appropriate behavior, following organizational policies and complying with the law.

You already know this but... Quid Pro Quo is the most blatant form of workplace sexual harassment. Simply put, it means “this for that.” Quid Pro Quo occurs when employment decisions such as hiring, promotions, salary increases, work assignments or performance evaluations are based on an employee’s willingness to grant or deny sexual favors.

A reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities.

The Federal EEO program began under the Equal Employment Opportunity Act of 1972 and is designed to ensure fair treatment to all segments of society pursuant to Title VII of the Civil Rights Act of 1964. If you are a federal employee or job applicant and you believe that a federal agency has discriminated against you, you have a right to file a complaint.

Meet CA SB553 Training Requirements! Workplace violence is something we’ve seen on TV and social media and read in the headlines more frequently now than in previous years. These often tell us a story of the disgruntled employee coming into the workplace with a gun. Believe it or not, this is not the most common form of workplace violence. It may be what we read and watch about, but there are other more subtle forms of workplace violence that need to be addressed. This course demonstrates practical—and even necessary—tools to help keep the company safe in today’s hectic and pressure-filled world.

We all use Personally Identifiable Information (PII) to identify ourselves. PII includes information like a driver's license number, an address, or a birthdate. Social Security numbers and biometric records such as fingerprints are also examples of PII. PII includes any information that can be used to distinguish or trace your identity - either alone or when combined with other information that is unique to you. Organizations must safeguard PII and limit access to it. Only those individuals with a "need to know" - that is, individuals with official authorized access to the information - may access and use a record or system of records containing PII.

The Pregnant Workers Fairness Act (PWFA) is a federal anti-discrimination law that covers employers, including state and local governments, with 15 or more employees. Under the PWFA, employers must make “reasonable accommodations” to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.”