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Delaware Sexual Harassment Employee
$19.95
| Certificate Valid For: | 2 years |
|---|---|
| Available Languages: | English, Spanish |
| Completion Time: | 1 hour |
Course Overview
Skills You Will Achieve: The definition of Sexual Harassment, Awareness of Legal Framework, Reporting Procedures, Promoting Bystander Intervention.
About This Course
Course Overview:
- Focus: Address workplace dynamics like sexual harassment and discrimination.
- Training: California Sexual Harassment Course covers crucial workplace issues.
Interactive Learning Approach:
- Engagement: Dynamic, interactive sessions for active learning.
- Features: Tools for effective comprehension and application.
Creating a Secure Workplace:
- Objectives: Equip teams to prevent and address misconduct.
- Environment: Foster respect and security in the workplace.
Key Topics Covered:
- Issues Addressed: Sexual harassment complexities, discrimination, and hostile behaviors.
Course Benefits:
- Engagement: Interactive content for impactful learning.
- Comprehensive Training: Ensures understanding and practical application.
- Empowerment: Tools for fostering inclusive workplace culture.
- Compliance: Integrated with LMS for regulatory adherence.
Training Goals:
- Transformation: Empower employees to prevent harassment.
- Regulatory Alignment: Meets California state standards, includes gender identity and abusive conduct.
- Differentiation: Practical empowerment beyond legal requirements.
- Proactive Approach: Encourages prompt reporting.
Core Objectives:
- Skills Development: Identify, respond to, and prevent harassment.
- Culture Enhancement: Promote respect and inclusivity.
Current Relevance:
- Educational Imperative: Essential for workplace behavior.
- Reporting Culture: Encourages speaking out against harassment.
Legal Oversight and Resources:
- Expert Review: Ensured accuracy and compliance.
- FAQ Access: Additional resources for clarity.
Enrollment and Impact:
- Join Us: Shape a respectful workplace.
- Transformation: Promote empowerment and safety.
Course Facts
Focus:
- Address workplace dynamics like sexual harassment and discrimination.
- Comprehensive Sexual Harassment Course covering crucial workplace issues.
Interactive Learning Approach:
- Engagement: Dynamic, interactive sessions for active learning.
- Features: Tools for effective comprehension and application.
Creating a Secure Workplace:
- Objectives: Equip teams to prevent and address misconduct.
- Environment: Foster respect and security in the workplace.
Key Topics Covered:
- Sexual harassment complexities, discrimination, and hostile behaviors.
Course Benefits:
- Engagement: Interactive content for impactful learning.
- Comprehensive Training: Ensures understanding and practical application.
- Empowerment: Tools for fostering inclusive workplace culture.
- Compliance: Integrated with Learning Management System (LMS) for regulatory adherence.
Training Goals:
- Transformation: Empower employees to prevent harassment.
- Regulatory Alignment: Meets state standards, includes gender identity and abusive conduct.
- Differentiation: Practical empowerment beyond legal requirements.
- Proactive Approach: Encourages prompt reporting.
Core Objectives:
- Skills Development: Identify, respond to, and prevent harassment.
- Culture Enhancement: Promote respect and inclusivity.
Current Relevance:
- Educational Imperative: Essential for workplace behavior.
- Reporting Culture: Encourages speaking out against harassment.
Legal Oversight and Resources:
- Expert Review: Ensured accuracy and compliance.
- FAQ Access: Additional resources for clarity.
Enrollment and Impact:
- Join Us: Shape a respectful workplace.
- Transformation: Promote empowerment and safety.
Topics Covered
- Sexual Harassment And The Law
- Sexual Harassment And Discrimination
- Types Of Sexual Harassment
- Policies And Procedures
What You'll Learn
Prohibited Behaviors and Legal Implications:
- Identification of behaviors classified as sexual harassment.
- Understanding the legal implications and consequences of these actions.
Implementation Strategies:
- Effective strategies to prevent and combat sexual harassment in the workplace.
- Practical measures to create a safe and respectful work environment.
Support Services:
- Information on support services available to victims of sexual harassment.
- Guidance on accessing and utilizing these services effectively.
Workplace Misconduct Repercussions:
- Detailed explanation of the consequences associated with workplace misconduct.
- Emphasis on the importance of adhering to workplace policies and regulations.
Legal Expertise:
- Course reviewed by John Wallace, Esquire.
- Over 38 years of trial and appellate experience.
- Distinguished member of the Law Review, ensuring high standards of accuracy and compliance.
Regulatory Information
How to Contact the Delaware Department of Labor Office of Anti-Discrimination:
There are four Division of Industrial Affairs offices - Wilmington, Dover, Newark, and Georgetown - which receive and resolve cases from individuals who believe they have suffered illegal discrimination. Their contact information is as follows:
-
Wilmington office:
Address: 4425 North Market Street, 3rd Floor, Wilmington, DE 19802
Phone: (302) 761-8200 -
Dover office:
Address: Blue Hen Corporate Center, 655 S. Bay Road, Suite 2H, Dover, DE 19901
Labor Law: (302) 422-1134
Workers' Compensation: (302) 422-1392 -
Newark office:
Address: Christiana Building, 252 Chapman Road, Suite 210, Newark, DE 19702 -
Georgetown office:
Address: 8-B Georgetown Plaza, Georgetown, DE 19947
Charges can also be filed online at https://dia.delawareworks.com/discrimination/.
FAQs
Q: Is there a prerequisite for this course?
Dive into learning without any mandatory prerequisites for the Sexual Harassment Training.
Q: What are the Sexual Harassment & Alcohol Training requirements for my Certificate of Achievement?
Q: How many lessons are there in the Sexual Harassment Training Course?
Immerse yourself in 4 captivating lessons and a comprehensive exam.
Q: When does my Certificate of Achievement expire?
Your achievement is valid for two years; always check state or local regulations for renewal specifics.
Q: Why can't I access the final exam?
Ensure each lesson is passed to access the final exam. Green means passed, red means a bit more study is needed.
Q: When does my course expire?
Courses remain active for 180 days from the date of your enrollment, and your access to the course will cease after this 180-day period. If you do not earn your Course Certificate of Achievement within 180 days of enrolling, your course access will expire. In such a case, you will need to repurchase the course to re-enroll. Should you choose to re-enroll and still not earn your course certificate within the subsequent 180 days; your registration will once again expire, necessitating another course purchase for re-enrollment. We will send you two reminder emails to inform you about the impending expiration of your course access. The first email will be sent 25 days after your enrollment if you have not completed the course, and the second email will be sent 30 days before the course's expiration date if you have not completed the course. For more information about course expiration dates, please read our Terms of Use
Q: What's the procedure for a refund?
100% money back or credit within 30 days if returned before studying beyond lesson 1. Exceptions apply; check our Terms of Use for details.
Q: Who wrote the content for your course?
Crafted by an educator of over 750 courses in collaboration with legal and regulatory experts. Regular updates maintain relevance.
Q: How soon can I expect to receive my Certificate of Achievement?
Download instantly upon passing your final exam.
Q: What can I do if I lose my Certificate of Achievement?
Visit tapseries.io and click on Print Certificate for a replacement.
Q: Can I test out of the course?
No testing out, but rest assured, completing the course and passing the exam unlocks your sexual harassment card. Enroll now for a brighter, safer future!
Q: What is the Delaware law prohibiting sexual harassment?
?Sexual harassment is prohibited by Tit. 19 Sec. 711A et seq. of the State of Delaware Code.?
Q: What is the State of Delaware's definition of Sexual Harassment?
House Bill No. 360 was signed into law on August 29, 2018, and went into effect on January 1, 2019. The new law amends Chapter 7, Title 19 of the Delaware code and defines sexual harassment as:
An unlawful employment practice when the employee is subjected to conduct that includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an employee’s employment;
- Submission to or rejection of such conduct is used as the basis for employment decisions affecting an employee; or
- Such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile, or offensive working environment.
Q: What are the Delaware requirements for Sexual Harassment Prevention Training?
Training requirements for an employer having 50 or more employees in Delaware are as follows:
- An employer shall provide interactive training and education to employees regarding the prevention of sexual harassment.
- Such training shall be provided to employees as follows:
- To new employees within 1 year of the commencement of employment and thereafter every 2 years;
- To existing employees by January 1, 2020, and thereafter every 2 years.
The training shall include all of the following:
- The illegality of sexual harassment;
- The definition of sexual harassment using examples;
- The legal remedies and complaint process available to the employee.
- Directions on how to contact the Department.
- The legal prohibition against retaliation.
Supervisor training requirements in Delaware are as follows:
- An employer shall provide additional interactive training to all supervisors:
- To new supervisors within 1 year of the commencement of employment as a supervisor, and thereafter every 2 years
- To existing supervisors by January 1, 2020, and thereafter every 2 years.
Such training shall include all of the following:
- The specific responsibilities of a supervisor regarding the prevention and correction of sexual harassment;
- The legal prohibition against retaliation.
Q: What Delaware department enforces illegal discrimination and harassment?
?The Delaware Department of Labor Office of Anti-Discrimination is a state governmental agency that enforces the laws prohibiting illegal discrimination and harassment as outlined inTit. 19 Sec. 711A et seq. of the State of Delaware Code.?
Q: What is considered a "protected activity" under Delaware law?
"Protected Activity" is when an employee does one of the following:
- Files a formal written complaint of sexual harassment, either internally with management or an HR department, or externally with an anti-discrimination agency
- Testifies in court or assist in an investigation involving sexual harassment
- Opposes sexual harassment by making a verbal or informal complaint to management, or by simply informing a supervisor or manager that harassment occurred
- Complains that another employee has been sexually harassed
- Encouraged a fellow employee to report harassment
- Employees who have engaged in protected activities are legally protected from retaliation
Q: What are the Delaware requirements for Sexual Harassment Prevention Training?
Training requirements for an employer having 50 or more employees in Delaware are as follows:
- An employer shall provide interactive training and education to employees regarding the prevention of sexual harassment.
- Such training shall be provided to employees as follows:
- To new employees within 1 year of the commencement of employment and thereafter every 2 years;
- To existing employees by January 1, 2020, and thereafter every 2 years.
The training shall include all of the following:
- The illegality of sexual harassment;
- The definition of sexual harassment using examples;
- The legal remedies and complaint process available to the employee.
- Directions on how to contact the Department.
- The legal prohibition against retaliation.
Supervisor training requirements in Delaware are as follows:
- An employer shall provide additional interactive training to all supervisors:
- To new supervisors within 1 year of the commencement of employment as a supervisor, and thereafter every 2 years
- To existing supervisors by January 1, 2020, and thereafter every 2 years.
Such training shall include all of the following:
- The specific responsibilities of a supervisor regarding the prevention and correction of sexual harassment;
- The legal prohibition against retaliation.
Q: What is the State of Delaware's definition of Sexual Harassment?
House Bill No. 360 was signed into law on August 29, 2018, and went into effect on January 1, 2019. The new law amends Chapter 7, Title 19 of the Delaware code and defines sexual harassment as:
An unlawful employment practice when the employee is subjected to conduct that includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an employee’s employment;
- Submission to or rejection of such conduct is used as the basis for employment decisions affecting an employee; or
- Such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile, or offensive working environment.
Q: What are the legal remedies for sexual harassment in Delaware?
Sexual harassment is not only prohibited by employers, but it is also prohibited by state, federal, and, where applicable, local law.
Remedies for Sexual Harassment may include cease and desist orders, back pay, compensatory damages, hiring, promotion or reinstatement. Individuals who engage in acts of sexual harassment may also be subject to civil and criminal penalties.
Q: What are the Delaware requirements of distributing a Sexual Harassment Prevention Policy?
Information sheet: The Department of Labor shall create an information sheet on sexual harassment that the Department shall make available to employers. The information sheet shall be available at each office of the Department, and shall be mailed if the request includes a self-addressed envelope with postage affixed. The Department shall make the information sheet available on its website.
The information sheet shall provide notice to employees of the right to be free from sexual harassment in the workplace. The information sheet must contain all of the following:
The illegality of sexual harassment
The definition of sexual harassment under state law using examples
The legal remedies and complaint process available through the Department
Directions on how to contact the Department
The legal prohibition against retaliation
Every employer shall distribute, physically or electronically, the information sheet to its employees as follows:
To new employees at the commencement of employment;
To existing employees by July 1, 2019.
Q: What Delaware department enforces illegal discrimination and harassment?
?The Delaware Department of Labor Office of Anti-Discrimination is a state governmental agency that enforces the laws prohibiting illegal discrimination and harassment as outlined inTit. 19 Sec. 711A et seq. of the State of Delaware Code.?
Q: What are supervisors’ and managers’ responsibilities in Delaware?
All supervisors and managers who receive a complaint or information about suspected sexual harassment, observe what may be sexually harassing behavior, or for any reason suspect that sexual harassment is occurring, are required to report such suspected sexual harassment to a specified person or department.
In addition to being subject to discipline if they engaged in sexually harassing conduct themselves, supervisors and managers will be subject to discipline for failing to report suspected sexual harassment or otherwise knowingly allowing sexual harassment to continue. Supervisors and managers will also be subject to discipline for engaging in any retaliation.