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Stop Sexual Harassment:
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The U.S. Supreme Court has identified prevention training as an affirmative defense for employers facing sexual harassment claims. The state of California has mandated harassment prevention training for supervisors. But what's the smart way to train your organization's supervisors without a huge investment of time, money, and preparation? The answer is Stop Sexual Harassment: Interactive Training for Supervisors. This complete training program gives you everything you need to conduct training that's authoritative, attention-grabbing, and best of all, helps you protect your organization against devastating lawsuits. Don't operate in California? Then you need the National Edition of this video training program.
Free Preview option for Stop Sexual Harassment:
Interactive Training for Supervisors (California Edition)
Now fully rewritten, refilmed, and redesigned for 2009 and beyond!
Click Free Preview below and add this to your shopping cart. Check out normally, selecting "Bill me" and we'll rush this to you for a no-obligation no-cost 30 day preview. Pay only if you keep it.
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Stop Sexual Harassment: Interactive Training for Supervisors If you've purchased a previous edition of Stop Sexual Harassment,
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- 110-minute video on DVD . This entertaining and educational video containing fast-paced vignettes and concise commentary from leading experts. The video includes frequent discussion breaks.
- Trainer's Manual. This booklet arms you to lead discussions, with questions, handouts, and more.
- CD-ROM. This separate disk contains overhead slides, along with a certificate of completion you can customize.
- "Getting Started" guide. These easy-reading instructions help you get on your way.
To conduct training with Stop Sexual Harassment, you only need a DVD player and TV, or a computer capable of playing DVDs.
What makes the fully revised and updated 2nd Edition Stop Sexual Harassment your best resource for maintaining a safe and productive workplace?
Unlike other training programs, the comprehensive kit is:
- Simple. For you and your staff. In just two hours, your team learns what constitutes harassment, why they need to stay vigilant, and how to react if they are approached with a complaint.
And you'll meet your training obligations under California law.
- Engaging. Professional actors depict real scenarios from the workplace, not the unrealistic, wooden or even absurd vignettes used in other
programs.
- Authoritative. Each scenario is followed by frank
and easily understood commentary from leading employment law authorities Mark Schickman and Linda Walton, each with over 20 years of experience counseling employers.
- Cost-effective. The complete turnkey training solution lets you train as many supervisors as you
need to for one low price, then as needed as your operation expands and your management team changes. No per-user cost or expensive annual fee.
- Convenient. Conduct training as it fits your organization's schedule, not that of some busy consultant.
Outline of Stop Sexual Harassment: Interactive Training for Supervisors
Fully rewritten, refilmed and redesigned for 2009 and beyond
The video Stop Sexual Harassment includes lively instruction by attorneys Mark Schickman and Linda Walton. Professional actors perform thought-provoking scenes and ask challenging questions about what to do in a difficult situation. The video is divided into brief chapters to help supervisors follow along — and to give you, the trainer, plenty of chances to pause for discussion.
Consequences of Harassment
• Case studies of devastating penalties and awards
Overview of Harassment Law
• What Title VII of the Civil Rights Act really means
• Potential damages and risks supervisors run
• Your obligations under harassment law
• California Fair Employment and Housing Act
• Protected classes in California
Hostile Work Environment
• What is hostile environment harassment?
• Supervisor's duty to protect employees from a harassing environment
• Are they really offended?
• Vignette: Supervisor wants a fun department but one employee claims Kevin is too "touchyfeely" and asks that something be done. No
one else has a problem. What should the department head do?
• Dangers of the Internet and e-mail
• Vignette: In a twist on the stereotypical hostile work environment situation, a male employee in a primarily female office is made uncomfortable
by the jokes, e-mails, and teasing he is forced to endure. Three different endings show the right and the wrong way for a supervisor to react.
Gender Harassment
• Vignette: Ty and Garth make life unpleasant for a female co-worker, mocking, belittling, and undermining her. Her complaints to her
supervisor are met with suggestions that she "toughen up."
• Supervisor isn't qualified to investigate, so he needs to go to HR
Hostility based on sexual orientation
• Vignette: Jason’s supervisor doesn’t understand why it’s harassment when Jason gets treated differently at work because he’s
perceived as gay.
Hostility based on transgender status
• Some states protect the transgendered.
• Vignette: Supervisor wonders what he should do when Jason returns to work as Jasmine.
Hostility based on a former relationship
• California law protects whistleblowers
• Sexual orientation is a protected class in California
Quid Pro Quo Harassment
• What is quid pro quo harassment?
• Vignette: A manager gets upset when asked to break off a relationship with a staff member.
What should the department head do?
• Vignette: When Julie’s romantic relationship with Matt, her boss, sours, he moves to have her transferred to an under performing branch
office.
• How California supervisors can be personally liable for harassment
Harassment by a Customer
• Vignette: When Randy acts inappropriately toward Diane, her supervisor has a duty to take a stand, no matter how big the risk of lost
business.
• Harassment by a customer is prohibited by California law
Relationship with a Subordinate
• Why having a relationship with a subordinate employee can be so legally treacherous
• Vignette: When Gary invites a prospective customer in for a sales presentation, his ex refuses to leave them alone, creating an
embarrassing situation for all involved. Just one of the dangers of romance in the workplace.
Complaint Procedures and Investigations
• Why supervisors should never retaliate against an employee who complains of harassment
• What if the employee lies?
• Don't promise confidentiality to complaining employee
Special Situation: When the Supervisor is Accused of Harassment
• What supervisors should -- and most certainly shouldn't -- do when they are accused of harassment
• Why retaliation claims are so common when a supervisor is accused, and how to avoid them
• Cooperating with HR's investigation to resolve matters quickly and without massive workplace disruption
• Vignette: Paul overhears one of his team members tell another that she is planning on complaining about him to HR
Conclusion
• If you think it might be a bad idea, don't do it!
• Courts look at harassment from the victim's point of view
• When to go to HR
• California employers must notify employees about harassment law
| About Your Program Leaders
Stop Sexual Harassment: Interactive Training for Supervisors features the energetic Mark Schickman, an attorney with Freeland, Cooper & Foreman in San Francisco and Linda Walton, an attorney with the Seattle office of Perkins Coie. They deliver vital information in a clear and captivating style helps supervisors retain crucial information as you meet your obligations under California law.
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Mark Schickman has litigated every kind of employment matter over the past 30 years. He advises and counsels employers to ensure compliance with applicable laws, avoid costly lawsuits, and defend against challenges to policies and procedures. Mark
has defended leading corporations against claims of age discrimination, sexual harassment, and discrimination under FMLA. He's an editor of 
Linda Walton has extensive experience representing corporate and institutional clients in employment law disputes. She has defended a six-count whistleblower/discrimination charge, a hostile environment sexual harassment claim, sexual harassment, sex discrimination, and retaliation claims. She also defended one of America's leading companies against charges of same-sex sexual harassment, religious discrimination, and retaliation. She is a lively and engaging speaker much in demand for executive and management training in employment law. She is Of Counsel in the |
Why Train Supervisors? It's the law in California. State law AB1825 mandates that your supervisors receive 2 hours of sexual harassment prevention training every 2 years. It makes sense. Maybe you've never had a claim of sexual harassment at your organization and figure you can't justify even the modest expense of this training system. Yet you've probably never had a fire at your workplace, so why do you bother with fire insurance? It's too expensive to ignore. An average of 56 claims of sexual harassment are filed with the EEOC every day and the average jury award in harassment cases is $250,000. |
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Stop Sexual Harassment: Interactive Training for Supervisors $ If you've purchased a previous version of Stop Sexual Harassment: Interactive Training for Supervisors,
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