Learning Objectives – California Professional Supervisors

An owl representing wisdom depicts the learning objectives that are the outcome of Required Training Solutions' sexual harassment prevention training course

In this course we are required to cover:

The definition of sexual harassment under the Fair Employment and Housing Act and Title VII of the federal Civil Rights Act of 1964
The statutes and case-law prohibiting and preventing sexual harassment
Types of conduct that can be sexual harassment
Remedies available for victims of sexual harassment
Strategies to prevent sexual harassment
Supervisors’ obligation to report harassment
Practical examples of harassment
The very limited confidentiality of the complaint process

Resources for victims of sexual harassment, including to whom they should report it
Employers must correct harassing behavior
What to do if a supervisor is personally accused of harassment
Elements of an effective anti-harassment policy and how to use it
“Abusive conduct” under Government Code section 12950.1, subdivision (g)(2)
Prohibited harassment based on gender identity, gender expression, and sexual orientation
Remedies available to victims of sexual assault

Wow, that’s a lot!

Let’s start with this:

The elements of an effective anti-harassment policy and how to use it

Let’s talk about anti-harassment policies, ensure you have a copy of your own organization’s anti-harassment policy if you are an employee, and most importantly, talk about how to apply a policy.

The Sexual Harassment Prevention part starts NOW.

California Professionals Who Are NOT Employees

Many dental professionals work as a sole proprietor, independent contractor (“1099” worker), through their own professional corporation, or as a ‘stringer’. Other professionals are semi-retired or not currently employed, but trying to keep their license active. Said another way, not an employee of another company.

If you are your own boss, you probably don’t have a written sexual harassment prevention policy – after all, your policy is whatever you decide it should be.

In which case, you’ll want to think carefully about what you’ll do if you should be accused of sexual harassment.

But if you should become an employee of another company in future, or are placed through an agency or similar organization, those groups can and often do have written sexual harassment policies. Likewise, if you are placed to a company client or customer, that organization may have a sexual harassment policy.

So if you’re a non-employee professional, as we go through the course ahead please think about this:

Is there an anti-harassment policy you should have a copy of??

If your employer, agency, or client/customer company has a written sexual harassment prevention policy, you will want to see a copy of it – and to comply with it.

Pay special attention to what the policy indicates you should do if you witness or are subjected to sexual harassment in the workplace.

California Professionals Who ARE Employees

What You Need to Know as You Start This Course

As you complete this course, you will want some information specific to your organization.

If you do not have this information currently, you may need to request it from your supervisor or Human Resources representative.

You can start the course without having this information in hand, but you may want to refer to it in later sections.

Here’s the list:

All Employees Should Know/Have:

Z

A copy of your organization’s policy on sexual harassment.

This may be contained in an employee handbook or referenced as a separate document.

And Since You Are A Supervisor:

V

Please take a moment to re-read your organization’s policy on sexual harassment now.

Z

The name or contact details of person(s) in your organization to whom any employee may approach with questions on the organization’s sexual harassment policy.

According to California Department of Fair Employment and Housing regulations, this person(s) must respond to questions within two business days.

V

Do you know who this person(s) is/are should one of the workers under your supervision ask?

Z

If you don’t know, now is the time to find out: before the need arises.

Z

The name and contact details of persons in your organization to whom any employee may approach to report a failure to act on a report of sexual harassment or sexual assault, or to report a retaliation against someone participating in the complaint process.

Z

In many organizations, this contact person(s) is/are the same as those listed for questions on the sexual harassment policy, above.

Supervisors Should Know:

V

Do you know who this person(s) is/are should one of the workers under your supervision ask?

Z

If you don’t know, now is the time to find out: before the need arises.

Z

The name or contact details of the designated person(s) in your organization, such as a human resources manager, to whom a supervisor must report any claims of misconduct.

This is per California regulation section 11024 and the regulations regarding policy and procedure.

Z

In many organizations, this contact person(s) is/are the same as those listed for questions on the sexual harassment policy.

V

Do you know who this person(s) is/are should one of the workers under your supervision come to you with an allegation?

Z

If you don’t know, now is the time to find out: before the need arises.

You can see that we think one of the best ways to know how to apply your organization’s policy is knowing who to go to with a complaint.

Elements of an Effective Anti-harassment Policy

An effective anti-harassment policy has the following features:

Clearly written and easy-to-understand, with definitions of what is prohibited behavior. Because a company can prohibit in its policies more behavior than only what the law makes illegal.

Complete with all the legal requirements of California. They can be found here (2 CCR § 11023) if you were curious

Learning Objectives – California Professional Supervisors

In this course we are required to cover:

The definition of sexual harassment under the Fair Employment and Housing Act and Title VII of the federal Civil Rights Act of 1964

The statutes and case-law prohibiting and preventing sexual harassment

Types of conduct that can be sexual harassment

Remedies available for victims of sexual harassment

Strategies to prevent sexual harassment

Supervisors’ obligation to report harassment

Practical examples of harassment

The very limited confidentiality of the complaint process

Resources for victims of sexual harassment, including to whom they should report it

Employers must correct harassing behavior

What to do if a supervisor is personally accused of harassment

Elements of an effective anti-harassment policy and how to use it

“Abusive conduct” under Government Code section 12950.1, subdivision (g)(2)

Prohibited harassment based on gender identity, gender expression, and sexual orientation

Remedies available to victims of sexual assault

Wow, that’s a lot!

Let’s start with this:

The elements of an effective anti-harassment policy and how to use it

Let’s talk about anti-harassment policies, ensure you have a copy of your own organization’s anti-harassment policy if you are an employee, and most importantly, talk about how to apply a policy.

The Sexual Harassment Prevention part starts NOW.

California Professionals Who Are NOT Employees

If you are your own boss, you probably don’t have a written sexual harassment prevention policy – after all, your policy is whatever you decide it should be.

In which case, you’ll want to think carefully about what you’ll do if you should be accused of sexual harassment.

So if you’re a non-employee professional, as we go through the course ahead please think about this:

Is there an anti-harassment policy you should have a copy of??

If your employer, agency, or client/customer company has a written sexual harassment prevention policy, you will want to see a copy of it – and to comply with it.

Pay special attention to what the policy indicates you should do if you witness or are subjected to sexual harassment in the workplace.

California Professionals Who ARE Employees

What You Need to Know as You Start This Course

As you complete this course, you will want some information specific to your organization.

If you do not have this information currently, you may need to request it from your supervisor or Human Resources representative.

You can start the course without having this information in hand, but you may want to refer to it in later sections.

Here’s the list:

All Employees Should Know/Have:

A copy of your organization’s policy on sexual harassment.

This may be contained in an employee handbook or referenced as a separate document.

And Since You Are A Supervisor:

Please take a moment to re-read your organization’s policy on sexual harassment now.

The name or contact details of person(s) in your organization to whom any employee may approach with questions on the organization’s sexual harassment policy.

According to California Department of Fair Employment and Housing regulations, this person(s) must respond to questions within two business days.

Do you know who this person(s) is/are should one of the workers under your supervision ask?

If you don’t know, now is the time to find out: before the need arises.

The name and contact details of persons in your organization to whom any employee may approach to report a failure to act on a report of sexual harassment or sexual assault, or to report a retaliation against someone participating in the complaint process.

In many organizations, this contact person(s) is/are the same as those listed for questions on the sexual harassment policy, above.

Supervisors Should Know:

Do you know who this person(s) is/are should one of the workers under your supervision ask?

If you don’t know, now is the time to find out: before the need arises.

The name or contact details of the designated person(s) in your organization, such as a human resources manager, to whom a supervisor must report any claims of misconduct.

This is per California regulation section 11024 and the regulations regarding policy and procedure.

In many organizations, this contact person(s) is/are the same as those listed for questions on the sexual harassment policy.

Do you know who this person(s) is/are should one of the workers under your supervision come to you with an allegation?

If you don’t know, now is the time to find out: before the need arises.

You can see that we think one of the best ways to know how to apply your organization’s policy is knowing who to go to with a complaint.

Elements of an Effective Anti-harassment Policy

An effective anti-harassment policy has the following features:

Clearly written and easy-to-understand, with definitions of what is prohibited behavior. Because a company can prohibit in its policies more behavior than only what the law makes illegal.

Complete with all the legal requirements of California. They can be found here (2 CCR § 11023) if you were curious

Contains policies and procedures for responding to and investigating complaints

Well-distributed and accessible by all employees

The policy is a resource for the people who implement it.

Ready to move forward in the course?

First, tap or click the Understood check mark button in the center windowsill.

Next, tap or click the Next Lesson right arrow in the right windowsill.

Ready to move forward in the course?

First, tap or click the Understood check mark button in the center windowsill.

Next, tap or click the Next Lesson right arrow in the right windowsill.