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In Fiscal Year 2007, EEOC received 12,510 charges of sexual harassment. 16.0% of those charges were filed by males. EEOC resolved 11,592 sexual harassment charges in FY 2007 and recovered $49.9 million in monetary benefits for charging parties and other aggrieved individuals (not including monetary benefits obtained through litigation). Sexual harassment is a workplace issue that if properly handled can be of little consequence to you and your company. You play a vital role in preventing sexual harassment from occurring at your company. Not handled properly, sexual harassment can take a toll on the victim, their family, friends, coworkers and your company.<\/p>\n
Title VII of the Civil Rights Act of 1964<\/a>\u00a0applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment.<\/p>\nOSHA Compliance Group, Inc. has developed this training program and materials to assist employers in complying with these regulations, including California AB1825 Sexual Harassment Law.<\/p>\n
\n\n\n\n\n\n\nEmployees Version 18 minutes<\/strong><\/td>\n<\/tr>\n\n\n\n- Defining Sexual Harassment<\/li>\n
- Potential Victims and Harassers<\/li>\n
- Inappropriate Workplace Behaviors<\/li>\n
- Preventing Sexual Harassment at Work<\/li>\n
- What to do if it occurs<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/td>\n
\n\n\n\nManagers Version 20 minutes<\/strong><\/td>\n<\/tr>\n\n| \n | | | | | |