California Sexual Harassment Law for Supervisors

Date: Thursday, 28 February 2019 | Time: 10:00 AM PST, 01:00 PM EST | Duration: 120 Minutes
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In the U.S., all employers are obligated to maintain a harassment-free workplace for their employees at all times. "Sexual Harassment" covers unwelcomed sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that is illegal. Although the law requires employers to maintain a harassment-free workplace, there are currently no federal laws which require employers to provide employees with Sexual Harassment Prevention Training.
California Sexual Harassment Law for Supervisors
Product ID: 509241
However, California does require certain employers to provide training to their employees and supervisors on how to recognize and deal with charges of sexual harassment which will be discussed in this training.

Objectives of the Presentation
  • Practical history of the federal and California law regarding sexual harassment
  • Identifying what constitutes sexual harassment
  • Establishing policies designed to prevent and address charges of sexual harassment
  • Investigating claims of sexual harassment and establishing remedies
  • Practical problems and issues related to charges of sexual harassment
  • Federal and state resources for victims of sexual harassment
Why Should you Attend
Since 2005, employers with at least 50 employees have been required to train and educate all personnel in supervisory positions in California in the prevention of sexual harassment. Senate Bill 1343 lowered the number of employees to five and includes non-supervisors in the statute. Currently, California employers with at least five employees must provide sexual harassment prevention training and education to all supervisory employees and non-supervisory employees in California by January 1, 2020.

Areas Covered
  • 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
  • The types of conduct that can be sexual harassment
  • The remedies available for victims of sexual harassment
  • Strategies to prevent sexual harassment
  • Supervisors’ obligation to report harassment
  • Practical examples of harassment
  • The limited confidentiality of the complaint process
  • Resources for victims of sexual harassment, including to whom they should report it
  • How employers must correct harassing behavior
  • What to do if a supervisor is personally accused of harassment
  • The elements of an effective anti-harassment policy and how to use it
  • "Abusive conduct" under Government Code section 12950.1, subdivision (g)(2)
  • Harassment based on gender identity, gender expression, and sexual orientation, which shall include practical examples inclusive of harassment based on gender identity, gender expression, and sexual orientation
Who will Benefit
  • HR
  • Small Business Owners
  • Risk Management
  • Employee Relations
  • Unions
  • Supervisors, Managers, and Leaders of businesses/government agencies of all kinds
  • Those that are mandated by law to provide the training
  • All industries - non-profits - associations and employees of government agencies
  • California employers with five or more employees
  • All employers with five or more employees
Topic Background
The prolific number of #MeToo complaints still dominating the news and taking down powerful leaders from many industries has exposed workplace sexual harassment that has often been ignored, condoned, and hidden. The fact that so many of these stories originate in workplace settings suggests that both employers and employees have much to learn about how to create better workplace cultures that oppose and prevent this behavior.

Today, employers need much more than simple policies and training to create safe, inclusive and productive environments for all employees.
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Instructor Profile:
Melvin K. Patterson, an attorney licensed to practice before all state and federal courts in California, was General Counsel to Cedrus Investments Limited, an international financial services firm with offices around the globe. He is a member of the Labor & Employment Section of the California State Bar. He has been admitted to the United States District Court for the Northern District of California as well as the United States Ninth Circuit Court of Appeal. Mr. Patterson is experienced in Labor and Employment litigation and transactional matters in the U.S., Asia and the U.K. He has designed internal business policies, procedures and management structures, as well as inter-corporate relationships and has been a business owner himself.

Mr. Patterson is an experienced trial litigator who has handled numerous business and commercial matters for over 20 years on behalf of an elite clientele around the world. He has defended clients in matters brought against companies by employees, commercial business agreements and government regulatory matters.

Mr. Patterson holds a Doctor of Jurisprudence degree from the John F. Kennedy University School of Law, as well as a Certificate in Strategic Human Resource Management from Cornell University. He has also earned the American Jurisprudence Award, completed specialized training in Assessing Economic Damages, Forensic Discovery and Preservation of Electronic Evidence and Data.

Mr. Patterson was nominated to the National Dean's List and has been a speaker before such groups as the Asian Pacific American Law Students Association, is a past contributing editor to California Motions In Limine (The Rutter Group) and has been a columnist for the "The Docket", the news and information journal of the San Mateo County Bar Ass'n. He has a knowledge of Korean, Japanese and Spanish languages.
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