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Discrimination Training

Dating back to the late 1800s, common law in the U.S. defined the employment relationship as "at will," meaning that employers were free to hire and fire at will. Employers could, for example, refuse to hire minorities, segregate the workforce, assign unpleasant work to women, and deny such groups opportunities for advancement. That's all changed. Federal laws now prohibit discrimination and harassment in the workplace on the basis of age, sex, race, religion, national origin, disability, pregnancy and genetic information, and some state and local laws protect even more characteristics.


Training employees to prevent workplace discrimination and harassment is nothing less than essential. Not only can workplace discrimination and harassment affect employee productivity, it can divert resources from the organization's real business. Improper conduct can also lead to liability for the organization and/or individual employees for workplace discrimination and harassment. The U.S. Supreme Court has established legal standards that employers must meet to avoid — or at least minimize — incidents of discrimination and harassment and avoid liability for punitive damages. Employee training on workplace discrimination and harassment prevention is a key part of the defense.


The "employee" compliance training covers the following topics:


  • The importance of diversity
  • Respect and disrespect in the workplace
  • Anti-discrimination laws
  • Sexual harassment defined
  • Types of sexual harassment
  • Consensual relationships
  • Conduct to be avoided
  • Internet and e-mail harassment
  • Other forms of harassment
  • Unwelcome physical behaviors
  • Unwelcome verbal behaviors
  • Offensive displays in the workplace
  • Retaliation
  • Reporting discrimination and harassment
  • What you should do

The "manager" compliance training course covers the topics listed above and these additional topics:


  • Your role as a supervisory employee
  • Standards of liability
  • The benefits of compliance
  • The costs of non-compliance
  • EEOC charges
  • Private lawsuits
  • Walking the fine line
  • Domestic violence
  • Responding to complaints
  • If the complaint is about you
  • Think before you act
  • Why retaliation matters
  • Documenting employee actions
  • Supervisory responsibilities
  • What you must do

The California and Connecticut training courses cover all of the topics listed above and the following additional topics:


  • Exposure to EEOC claims
  • Exposure to lawsuits
  • The risks of jury trials
  • Class-action lawsuits
  • There are no winners
  • Title VII
  • Pregnancy Discrimination Act
  • Age Discrimination in Employment Act
  • Americans with Disabilities Act
  • Family responsibilities discrimination
  • Workplace bullying
  • Key state laws — California (California course only)
  • Liability under the FEHA (California course only)
  • “Abusive conduct,” as defined in California Assembly Bill 2053 (California course only)
  • Key state laws — Connecticut (Connecticut course only)
  • Liability under Connecticut state law (Connecticut course only)

The training course for Canadian employees covers the following topics:


  • The importance of diversity
  • Respect and disrespect in the workplace
  • Federal anti-discrimination laws
  • Provincial and territorial anti-discrimination laws
  • The definition of sexual harassment
  • Types of sexual harassment
  • Consensual relationships
  • Conduct to be avoided
  • Internet and e-mail harassment
  • Unwelcome physical behaviors
  • Unwelcome verbal behaviors
  • Offensive displays in the workplace
  • Reporting discrimination and harassment
  • What you can do

The training course for Canadian supervisors covers the topics listed above and these additional topics:


  • Your role as a supervisory employee
  • Standards of liability
  • The benefits of compliance
  • The costs of non-compliance
  • Bullying
  • Psychological harassment
  • Responding to complaints
  • What to do if the complaint is about you
  • Retaliation
  • Documenting employees actions
  • What you must do