PPT-Greater Liability for Harassment and Discrimination Do What I

Greater Liability for Harassment and Discrimination Do What I Say AND What I Do Jennifer Jacobus PHRCA San Diego Employers Association February 28 2014 What We Already Know Employers M ust . What . Supervisors Need . to Know. Session Objectives. You will be able to:. Recognize . illegal discrimination and workplace harassment. Differentiate between the two main kinds of harassment. Understand and follow workplace policy. Discrimination . and . Harassment . in the . Workplace. AFOA BC – September 2015. Cassondra Campbell. Community Engagement Officer. National Aboriginal Initiative . Canadian Human Rights Commission. Sex discrimination. When you are treated unfairly or harassed because you are a woman or a man. Pregnancy discrimination. When you are treated unfairly or harassed or not given the same opportunities because you are pregnant. &. Workplace Violence Training. Purpose – . Unlawful Discrimination & Sexual Harassment. [Keep pressing the right arrow on your keyboard to proceed with this training.]. To . help you understand what is meant by “unlawful discrimination” & “sexual . Sterling College Employee Title IX Training. Sterling College stands fundamentally opposed to any form of sexual harassment (which includes gender discrimination and sexual violence) and will do all in its power to promote an environment that allows students, faculty, and staff to be free from the intimidation and coercion that accompanies such actions. . . Sexual Harassment,. . and. . Sexual Misconduct . Prevention. This program is for instructional purposes . only and . is not to be regarded as legal advice. . The scenarios and situations described in the . and NO FEAR Training . for Non-Supervisors. 1. This course contains mandatory training regarding:. . Equal Employment Opportunity. Army. anti-harassment policy. No FEAR. Prohibited personnel practices, including. Module 7 Sexual Harassment and Liability Protection The purpose of the Module is to provide information on instructor professionalism, including sexual harassment and liability. Purpose of the Module Presented By: CAROL S. PETITT . 7500 West Highway 146. Pewee Valley, Kentucky 40056. 502-243-9797. KENTUCKY PERSONNEL CABINET ANTI-HARASSMENT POLICY STATEMENT . The Commonwealth prohibits harassment on the basis of race, color, national origin, sex, age, religion, sexual orientation, gender identity, genetic information, disability, political affiliation, or veteran status. Employees shall avoid offensive and inappropriate behavior at work and are responsible for ensuring that the workplace is free from harassment at all times. . By Susan Wright. Speaker disclosure. I have no financial relationships or affiliations to disclose.. Data Sets. Internet survey of 3058 adults. From April 2007 to June 2008. Where appropriate data is compared to . Christy Sigler, JD. Interim Assistant to the President for Institutional Equity and Compliance. Interim Title IX Coordinator. 116 Cope Administration Building. 615-898-2185. Discrimination & Harassment. WELCOME!. Federal Discrimination Laws. 2. Introduction. There are numerous federal laws that prohibit employers, including employment agencies and unions, from discriminating in employment based on race, color, religion, sex (including pregnancy, gender identity and expression and sexual orientation), national origin, disability, age or genetic information. . Equal Opportunity, Title IX, The . Clery. Act, Protection of Minors, The . ADA , Shippensburg’s . policies . & relevant information. Presented by:. Dr. John Burnett. Title IX Coordinator/Compliance Officer. What You Should Know. Ivan Garcia, Enforcement Supervisor. Tom Roe, Senior Federal Investigator. EEOC Atlanta District Office. June 13, 2019. Equal Employment Opportunity is the law!. The EEOC enforces federal EEO laws..