Tag Archives: sensitivity training

Harassment Prevention Training Included in Our Services

YOUR ONE-STOP RESOURCE!

It’s All Included!

Employment Law and Human Resources Consultation – all year long!

Harassment Prevention Training – online and on-site training for ALL EMPLOYEES (all supervisors and all non-supervisors) allows clients to meet the new legal requirements. Businesses with five or more employees are required to provide training in 2019. Our online training programs can be accessed by smartphone, computer or tablet.

Employee Handbook – clients receive an up-to-date, legally compliant handbook each year of service.

Get it All at an Affordable Price –

Our Platinum Package Plan Starts at Just $249 per Month!

Why Is Our Platinum Package So Popular?

Trusted Information –– Legal Training Requirements Met –– Reduced Risks

You can trust the information your business receives – because we’re qualified to provide it! And, clients can contact us as often as they need to – with no hourly fees and no time limits – for the entire year!

– Our employment law and human resource services are provided by experienced in-house, California licensed attorneys who are also experienced human resource professionals.

– Help with business management needs is fulfilled with the additional expertise and knowledge of an MBA consultant.

Of Course, It’s Nice to Know What Our Clients Say, Too!

employment law san diego reviews, human resource san diego reviews

Click here to learn more about us at Law & Management Resource Center: LMRC Website.

For complete details or a quote for your business, click here: Contact. Or, call us toll-free at (833) 753-1775 today.

New Harassment Prevention Training Requirements – All Business with 5 or More Employees Must Provide Training

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Sexual Harassment Prevention Training 20% Discount

sexual harassment training,

Roses are red.

Violets are blue.

Romance is in the air.

Is it in your workplace, too?

 

Did you know that studies have shown nearly 50% of workers have had an “office romance?”

Many others have thought about it, but never acted on it or faced rejection.

So, yes, romance could be in the air.

Not all workplace romances cause problems, but just as any romantic relationship can present complications, romance in the workplace can do just that – complicate things. The challenges workplace romance can present are indeed serious.

  • Should employees who are romantically involved be permitted to work together on projects?
  • What if one person supervises the other? Should the supervisorial work relationship be permitted to continue?
  • What options do employers have in addressing workplace romance?
  • What performance issues and other implications can workplace romance cause?
  • What will happen if other employees suspect favoritism or resent what they consider to be displays of affection?
  • And, of course, there is the big question of what happens if the relationship comes to an end? Should the employees be separated? Can the role of an employee be changed?
  • What happens if a claim for sexual harassment is filed? Who can be held liable? Can the employer be held liable? Could supervisors and other employees face liability?

Concerns about workplace sexual harassment are not new. In 1991, televised coverage of Anita Hill’s testimony relating to her claim of sexual harassment against Supreme Court Justice Clarence Thomas during confirmation hearings on his nomination to the Supreme Court brought the topic of workplace harassment into the homes of virtually all Americans.

Many businesses are required to complete sexual harassment prevention training in 2017. Because we know love could be in the air, this is a good time to provide this training – too all employees.

To help your business meet its training requirements, we are offering a 20% discount on the cost of all training booked this week.

The Law and Management Resource Center strives to assist businesses by providing affordable training and helping in the following ways:

  • Employees will learn what types of behavior can cause them to be accused of harassment.
  • Supervisors will learn their overall responsibilities to help prevent workplace harassment.
  • Employees will learn what to do if they are accused of harassment.
  • And, employers will learn what to do if someone complains of harassment or suspicions of harassment arise.

Our highly praised, affordable Harassment Prevention Training is available both online and in person for supervisors and all employees. It is provided by our experienced employment law attorneys who are also human resource professionals and meets all California requirements.

Schedule your training and receive a 20% discount by registering before February 17th. Contact us today at (858) 753-1775 or info@lmrcenter.com.

Harassment Prevention Training – Don’t Miss Out, Meet Your Legal Requirements Today!

Choose from These Affordable Options

On-site training at your location – one flat fee to train as many employees as you wish in your own work environment.

Scheduled presentations – check out the nearest locations and dates.

On-line “attention-holding” whiteboard video animation training – two options:

1. One-hour new hire and periodic training program for all employees
2. Two-hour version provides supervisors with information and tips to help them prevent claims. It satisfies training requirements for new and newly promoted supervisors and biennial training requirements.

Learn About the Best Solution for You – Contact us Today!

And for those of you wondering…

Is Training Really Required and Who Must Receive It and When?

A timeline summarizing what employers are required to do to ensure compliance with the law, provide a harassment, discrimination, and bully-free workplace, and avoid liability to the greatest extent possible follows.

Many employers don’t realize much more is required.

U.S. Supreme Court Rulings, Cases, and Laws Provide Guidance to Employers

1998 – Faragher and Ellerth (Faragher v. City of Boca Raton and Burlington Industries, Inc. v. Ellerth)
• First “mandatory training guideline” established by the U.S. Supreme Court
• All employers should provide training to employees about workplace harassment
• Everyone should receive training – both supervisors and employees
• Training should be provided “periodically” – on a regular basis – not just one time
• To successfully assert an affirmative defense to prevent or reduce liability, an employer should be able to establish that it: 1. has a proper harassment prevention policy, and 2. periodically provides education about the policy to all employees.

1999 – Kolstad v. American Dental Association
• The second U.S. Supreme Court “mandatory training guideline”
• Maintaining a good policy is not enough
• More than just sexual harassment prevention training should be provided to supervisors – harassment is only one form of discrimination
• “Kolstad Defense” – employer can assert a defense to punitive damages if it demonstrated good faith efforts to educate all supervisors about anti-discrimination principles

1999 – EEOC Guideline
The EEOC (Equal Opportunity Commission) is the federal agency that enforces federal employment discrimination laws. Harassment is a form of discrimination
• Reinforces “periodic” training for all employees
• Failure to train can expose an organization to increased liability and damages
• Explains employer duty to exercise reasonable care as follows: 1. “… reasonable care generally requires an employer to establish, disseminate, and enforce an anti-harassment policy and complaint procedure and to take other reasonable steps to prevent and correct harassment.” 2. “… the employer should provide training to all employees to ensure that they understand their rights and responsibilities.”

2001 – Mathis v. Phillips Chevrolet, Inc. (U.S. Court of Appeals, 7th Circuit)
“[L]eaving managers with hiring authority in ignorance of the basic features of discrimination laws is an extraordinary mistake for a company to make, and a jury can find that such an extraordinary mistake amounts to reckless indifference.”

2004 – California’s AB 1825
• Employers with 50 or more employees must provide at least two hours of harassment prevention training to supervisors every two years.
• Newly hired/promoted supervisors must receive at least two hours of harassment prevention training within six months of hire/promotion.
• First harassment training law to define “periodic”
• Establishes “expertise” requirements for trainers – experienced employment law attorneys meet the requirements

2015 is a mandatory supervisor harassment prevention training year for many employers. This means that by the end of the year, these employers must have provided the requisite amount and form of training to supervisors.

2014 – California’s AB 2053
This law, sometimes referred to as workplace “anti-bullying” legislation, requires that employers that must provide training pursuant to AB 1825 also provide “abusive conduct” prevention training starting in 2015.

LMRC’s Training Solutions

Contact us for an affordable quote today!

For more information, contact Jillian Bruni at jillian@lmrcenter.com.

Contact us at info@lmrcenter.com or (858) 753-1775 for more information.