What’s different about Respectful Workplace?
Just about everything.
Just about everything.
Recommended by leading Labor & Employment attorneys.
Once labor & employment attorneys, corporate attorneys, and General Counsel reviewed the courses, we began receiving requests for a “non-law-firm” edition that they could recommend to their corporate clients (and beyond).
Once labor & employment attorneys, corporate attorneys, and General Counsel reviewed the courses, we began receiving requests for a “non-law-firm” edition that they could recommend to their corporate clients (and beyond).
Designed to address state-specific requirements.
Specific states have specific requirements, so this is not one-size-fits-all training. While the core messaging is consistent across all series, each series was designed and developed to adhere to state-specific requirements regarding both content and duration. |
Yet, it’s not all about the law.
Since this series was initially developed for lawyers, you might expect this to be all legalese and legal citations. Nothing could be further from the truth. These programs provide meaningful context regarding the relevance and importance of harassment prevention—both to employees as individuals and to the cultural and business success of the organization overall. They look beyond "what not to do" or "what the law says" with regard to harassment, more broadly exploring the vision of a Respectful Workplace, the importance of culture, and the critical role that everyone in the organization plays. |
Practical, actionable, real-world application.
Through a combination of interactive, engaging scenarios and straightforward, actionable guidance, participants will complete these programs with real-world approaches for assessing their own behavior, recognizing behaviors that – if left unchecked – could become harassment, standing up for themselves, and standing up for others. They'll also have a solid understanding of the organization's commitment to preventing and addressing harassment and – for employees and supervisors – the importance of their role, as a leader, to upholding that commitment. |
Delivered in your voice, with your brand, and with your policies & procedures.
The policies, procedures, and expectations covered in these programs are presented as if it is you, the organization, conveying the messages. Every course includes your branding, your HR contact info, and your policy embedded at no additional cost – to send a clear message to your personnel that this is your training, your policy, and your expectations … not just something procured from “some outside harassment training vendor.” And if any of the messages need to be tailored a bit to make the content uniquely yours, that is do-able, too. |
Easy access. Easy administration. Easy reporting.
Our proprietary web-based platform makes assigning the right course to the right group of people easy, even if you have different audiences or teams across different states. User access is straightforward and intuitive. And automated reminders and reporting capabilities make administration a breeze. And if you’ve got your own Learning Management System (LMS) that you’d prefer to host the courses on, we can accommodate that, too. |
How it Works
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Topics addressed in this series:
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Choose One Series - Or Choose Them All
State and Local Laws Addressed |
Recent and Upcoming Deadlines |
New Hire Training Requirements |
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California Series |
Supervisor/Attorney Edition (2 hours)* Non-Supervisor Edition (1 hour)* |
AB1825, AB2053, SB396, SB1343, and SB778 |
New! Non-Supervisors required to be trained by January 1, 2021 |
New hires must be trained within 6 months of hire. Temporary or seasonal employees must be trained within 30 days after hire, or within 100 hours worked, whichever comes first. |
Connecticut Series |
Supervisor/Attorney Edition (2 hours)* Non-Supervisor Edition (2 hours)* |
Public Act 19-16, Time’s Up Act. (Effective Oct 1, 2019) |
New! All employees required to be trained by February 9, 2021 |
New hires must be trained within 6 months of hire. |
Illinois Series |
Supervisor/Attorney Edition (1.25 hours) Non-Supervisor Edition (1 hour) |
Senate Bill 75, Workplace Transparency Act. (Effective Jan 1, 2020) |
New! All employees required to be trained by December 31, 2020 |
New hires must be trained as soon as possible after hire, as employers may be liable for the actions of employees immediately upon hire. |
New York Series |
Supervisor/Attorney Edition (1.25 hours) Non-Supervisor Edition (1 hour) |
NYC Local Law 96 of 2018 (Stop Sexual Harassment in NYC Act), S7507C of 2018 and S6577 of 2019 |
New! All employees required to be trained by October 9, 2019, and each year thereafter. |
New hires must be trained as soon as possible after hire, as employers may be liable for the actions of employees immediately upon hire. |
US / General Series |
Supervisor/Attorney Edition (1.25 hours) Non-Supervisor Edition (50 min) |
N/A; not state-specific |
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US / General Overview |
General Overview/Refresher (12 min) |
N/A; not state-specific |
* meets duration requirements specifically established by state laws