Often organizations find a need to focus on one protected category. From gender sensitivity and sexual orientation issues to the myriad of religious harassment challenges to disability concerns, this course provides an in-depth review of a single identity group, while also covering key related topics such as retaliation, reporting and confidentiality.

This course addresses the most recent civility promotion and workplace harassment issues through interactive exercises, case studies, and scenarios.

Recent surveys show that approximately one-third to one-half of all employees in U.S. workforces are subject to some form of bullying. Employers have seen bullying produce immediate and long-term legal and safety risks, including a dramatic slippery slope leading to harassment or discrimination-like conduct and actions. In addition, bullying and workplace intimidation can result in increased stress among employees, absenteeism, decreased morale, poor performance, loss of productivity and higher than normal attrition.

This course fulfils the requirements of SB-3, Public Ac No. 19-16, which amends Section 1, Section 46a-54 of the Connecticut General Statutes to require employers with at least three employees to provide two hours of sexual harassment training to all employees within six months of hire.

This course fulfils the requirements of HB 360, which requires employers with 50 or more employees to provide sexual-harassment training for all employees and supervisors within one year of their start-date and every two years thereafter.

This course fulfils the requirements of SB 75 and the Illinois Human Rights Act (“IHRA”), which requires employers with one or more employees working in Illinois or interacting with employees in Illinois to provide sexual-harassment training annually for all employees.

This course fulfils the requirements of SB 6577 of New York State, which requires every employer in New York State to provide employees with sexual harassment prevention training annually.

This course fulfils the requirements of Title 26, Section 807 of the Maine Revised Statutes Annotated (“MRSA”), which requires employers with fifteen or more employees in the workplace to provide all new employees with sexual harassment prevention training within one year of commencement of employment.

This course fulfils the NYC Local Law 96 (2018) of the City of New York, which requires employers with fifteen or more employees in the City of New York to provide all new employees with sexual harassment prevention training within 90 days of hire and annually thereafter.

This course fulfils the requirements of Section 6-010-040(b)(1)(C) of the Chicago Municipal Code, which requires employers to provide all employees with sexual harassment prevention training and bystander intervention training annually.

This course covers AB 1825 and AB 2053 for managers in California, and includes a focus on civility promotion/working in the green. Its practical interactive and targeted approach introduces learners to trending topics and uses innovative techniques to develop their understanding about workplace conduct.

Organizations often need to focus on one protected category — gender sensitivity, sexual orientation, religious harassment, disability concerns, etc. This course provides an in-depth review of a single identity group and covers related topics such as retaliation, reporting, and confidentiality.