Satisfies Title VII of the Civil Rights Act of 1964
In the U.S., all employers are obligated to maintain a harassment-free workplace for its employees at all times. This includes sexual harassment, a specific form of harassment. “Sexual Harassment” covers unwelcomed sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. Although U.S. Law requires employers to maintain a harassment-free workplace, there are currently no federal laws which require employers to provide employees with Sexual Harassment Prevention Training.
Our goal is to assist employers nationwide with our Sexual Harassment Awareness Training. Developed by legal and HR training experts, our Sexual Harassment course covers federal law and existing case law. The e-learning course engages employees and confirms their understanding of the course material via the following interactive features:
Sexual Harassment Awareness for Supervisors
- Content: Sexual Harassment Awareness
- Version: Supervisors
- Course Length: 2 Hours
- Languages Available: English
- Price: $19.99 (single user e-learning enrollment)
This 2-hour Sexual Harassment Prevention Training course guides supervisors through key federal discrimination and sexual harassment laws, relates these laws to everyday workplace behavior, and provides the legal definitions of discrimination and harassment. Managers and supervisors must be aware of their responsibilities and accountability for sexual harassment in the workplace. This includes learning to recognize sexual harassment and the appropriate corrective actions to take in the event of an occurrence.
Our nationwide supervisor course includes:
- Federal Law
- Why Sexual Harassment is illegal
- Identifying Sexual Harassment
- Examples of Sexual Harassment
- Internal Complaint Process
- Supervisor responsibilities
- The employer’s obligations
- Video scenarios demonstrating forms of harassment
- Quizzes & final test
Learning Objectives - Nationwide Supervisor
- Explain Federal sexual harassment laws
- Define sexual harassment
- Explain the types and forms of sexual harassment
- Identify who the law protects from sexual harassment
- Describe employer’s duties under Federal law
- Identify who is liable for sexual harassment
- Explain how to exercise legal rights
- Describe the remedies for a sexual harassment complaint
- Describe the elements of an anti-harassment policy
- Explain best practices for avoiding sexual harassment situations
Sexual Harassment Awareness for Employees
- Content: Sexual Harassment Awareness
- Version: Employee
- Course Length: 1 Hour
- Languages Available: English
- Price: $19.99 (single user e-learning enrollment)
This one-hour Sexual Harassment Awareness Training course for individual learning guides employees through key federal discrimination and sexual-harassment laws, relates these laws to everyday workplace behavior, provides scenarios and examples of workplace harassment, and the legal definitions of discrimination and harassment.
Our nationwide employee course includes:
- The definition of Sexual Harassment
- Federal Law
- Why Sexual Harassment is illegal
- Identifying Sexual Harassment
- Examples of Sexual Harassment
- Internal Complaint Process
- Video scenarios demonstrating forms of harassment
- Quizzes & final test
Learning Objectives - Nationwide Employee
- Explain Federal sexual harassment laws
- Define sexual harassment
- Explain the types and forms of sexual harassment
- Identify who the law protects from sexual harassment
- Describe employer’s duties under Federal law
- Identify who is liable for sexual harassment
- Explain how to exercise legal rights
- Describe the remedies for a sexual harassment complaint
- Describe the elements of an anti-harassment policy
- Explain best practices for avoiding sexual harassment situations
Learn More: The Difference between “harassment” and “sexual harassment”
is unwelcomed conduct that is based on race, color, religion, sex, national origin, age, or disability. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.
“Sexual Harassment” is unwelcomed sexual advances, requests for sexual favors, or any form of harassment that is of a sexual nature.
Sexual harassment becomes illegal when it is so persistent or harsh that it creates a hostile or offensive work environment. The EEOC and civil courts have found that the “harasser” can be the victim’s boss, a supervisor in another area, another employee, or someone who is not an employee, such as a vendor or customer.
Why Choose Online Sexual Harassment Training?
Sexual harassment awareness e-learning training and sexual harassment prevention training are critical tools to ensure employees and supervisors understand proper professional conduct at work. Employees often do not understand which behaviors are considered improper in the workplace and it is important to provide them with harassment awareness training. It’s also important that employees can easily access sexual harassment training online or on site to make certain sexual harassment awareness and prevention training is available and accessible to all employees.
Online e-learning sexual harassment training provides some distinct advantages including: the ability to standardize training, flexibility and control of the venues & times training is provided, and eliminating any bias that may occur related to the person conducting the training session. Harassment prevention training online helps resolve many of these issues. For many, sexual harassment online training has also been a way to address geographic distribution of training
Equal Employment Opportunity Commission
- The Equal Employment Opportunity Commission (EEOC) is the nationwide federal government agency responsible for enforcing laws that make it illegal to discriminate against job applicants or employees because of the their race, color, religion, sex, national origin, age, disability or genetic information. They also enforce the laws that make it illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
- The EEOC investigates discrimination complaints based on an individual’s race, color, national origin, religion, sex, age, disability, gender identity, genetic information. In addition, the EEOC responds to complaints regarding retaliation for reporting, participating in, and/or opposing a discriminatory practice.
- The EEOC is responsible for coordinating the Federal government’s employment non-discrimination effort, for reviewing regulations and other EEOC policy-related documents before they are issued to ensure consistency in the Federal government’s effort to combat workplace discrimination.
- The EEOC has the authority to investigate charges of discrimination against employers, who are covered by the law, and make a finding based on their investigation.
The EEOC and Harassment
“The employer is automatically liable for harassment by a supervisor that results in a negative employment action such as termination, failure to promote or hire, and loss of wages. If the supervisor’s harassment results in a hostile work environment, the employer can avoid liability only if it can prove that: 1) it reasonably tried to prevent and promptly correct the harassing behavior; and 2) the employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer.
Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Harassment can occur in a variety of circumstances, including, but not limited to, the following:
- The harasser can be the victim’s supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee.
- The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct.
- Unlawful harassment may occur without economic injury to, or discharge of, the victim.
Learn More: https://www.eeoc.gov/laws/types/harassment.cfm
EEOC Enforcement
Laws: Title VII of the Civil Rights Act of 1964 is the federal law that specifically covers harassment and preventing sexual harassment in the workplace. Title VII prohibits employment discrimination based on race, color, religion, sex and national origin.
Title VII includes many definitions, sections and revisions. For the full text of Title VII, please visit the EEOC’s website: https://www.eeoc.gov/laws/statutes/titlevii.cfm
The EEOC enforces several federal laws, including The Pregnancy Discrimination Act, The Equal Pay Act of 1963, and the Americans with Disabilities Act. For a full list of laws enforced by the EEOC, visit this page:
https://www.eeoc.gov/laws/statutes/index.cfm
City of Chicago Sexual Harassment Ordinance Update 2023:
https://www.jdsupra.com/legalnews/reminder-looming-june-30-2023-sexual-7152438/
FAQs About Sexual Harassment Training
Sexual harassment training is education designed to prevent and address incidents of sexual harassment in the workplace by promoting awareness, understanding, and appropriate behavior.
It is crucial for fostering a safe and respectful workplace, complying with legal requirements, and preventing incidents of sexual harassment, discrimination, and retaliation.
Requirements vary, but often all employees, including supervisors and managers, are mandated to undergo training.
Training frequency varies by jurisdiction, but regular sessions, usually annually, are common to reinforce awareness and compliance.
Training covers definitions of sexual harassment, reporting procedures, bystander intervention, legal implications, and fostering a respectful workplace culture.
In many jurisdictions, yes. Check local laws and regulations to ensure compliance.
Duration varies but often ranges from one to two hours, with some jurisdictions specifying minimum time requirements.
Yes, employers can tailor training to their specific workplace culture and industry, while ensuring it meets legal requirements.
Consequences may include disciplinary actions, legal implications, or non-compliance penalties. It’s crucial to fulfill training obligations.
Reporting procedures should be clearly communicated during training. Employees can typically report to supervisors, HR, or designated individuals.
Yes, when well-designed, interactive, and regularly updated, online training can be effective in delivering consistent content and tracking participation.
In many cases, yes. Supervisors and managers often receive additional training to address their leadership roles and responsibilities.
Employers can utilize online training platforms, legal guidance, industry resources, and consulting services to develop and implement effective programs.
Encourage open communication, enforce policies consistently, provide ongoing training, foster respect, and promptly address incidents to create a culture of prevention.
Legal obligations vary by jurisdiction, but many require employers to provide training, outline reporting procedures, and take steps to prevent and address sexual harassment.
Delivery Methods:
