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Sexual harassment training eeoc

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Federal employees have 45 days to contact an EEO counselor. Harassment is unwelcome conduct that is based on race, color, religion, sex including pregnancy , national origin, age 40 or older , disability or genetic information. 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. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.
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Anti-Sexual Harassment Training

Sexual harassment training eeoc
Sexual harassment training eeoc
Sexual harassment training eeoc
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Sexual Harassment Training: Myths And Reality | Training Magazine

Equal Employment Opportunity Commission. Federal employees have 45 days to contact an EEO counselor. Harassment is unwelcome conduct that is based on race, color, religion, sex including pregnancy , national origin, age 40 or older , disability or genetic information. 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. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws. Petty slights, annoyances, and isolated incidents unless extremely serious will not rise to the level of illegality.
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Workplace Sexual Harassment Training Video [2019]

New reports of sexual harassment at work appear daily. The response that many organizations are taking to end sexual harassment is comparable to using a small bandage on a compound fracture. Most organizations see anti-sexual harassment training as a mandatory compliance issue. Requiring employers to put training into place is a staple of the conciliation agreements and consent decrees that EEOC and private plaintiff attorneys negotiate every year.
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Instead of traditional compliance training that solely focuses on legal definitions and standards for liability, the new program provides an exciting training alternative for harassment prevention. The training program focuses on respect, acceptable workplace conduct, and the types of behaviors that contribute to a respectful and inclusive, and therefore ultimately more profitable, workplace. The program is customizable for different types of workplaces and includes a section for reviewing employers' own harassment prevention policies and procedures. These trainings incorporate the report's recommendations on compliance, workplace civility, and bystander intervention training. I believe the trainings can have a real impact on workplace culture, and I hope employers make use of them.
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