BEGIN:VCALENDAR
VERSION:2.0
PRODID:-//ChamberMaster//Event Calendar 2.0//EN
METHOD:PUBLISH
X-PUBLISHED-TTL:P3D
REFRESH-INTERVAL:P3D
CALSCALE:GREGORIAN
BEGIN:VEVENT
DTSTART:20181011T180000Z
DTEND:20181011T200000Z
X-MICROSOFT-CDO-ALLDAYEVENT:FALSE
SUMMARY:SexualHarassmentPrevention:Interactive Two-Hour Training
DESCRIPTION:This will be an interactive two-hour sexual harassment training with:\n•Current examples\, dilemmas\n•Update on new laws/requirements including bullying\, gender identity and gender expression\, and social media issues. \nThis program will satisfy California training requirements for supervisors:\n•The types of conduct that constitute sexual harassment.\n•Remedies available for sexual harassment victims in civil actions and potential employer or individual liability.\n•Strategies to prevent sexual harassment in the workplace.\n•An explanation about the limited confidentiality of the complaint process.\n•Practical examples that illustrate sexual harassment\, discrimination and retaliation.\n•Resources for victims of harassment.\n•The employer's obligation to conduct an effective workplace investigation of a harassment complaint and take remedial measures to correct harassing behavior.\n•A supervisor's obligation to report any complaints of sexual harassment\, discrimination and retaliation of which they're aware to a designated corporate representative\, such as a human resource professional\, so the employer may try to resolve the claim internally.\n•What the supervisor should do if he or she is personally accused of harassment.\nThe essential elements of an anti-\nharassment policy\, and how to use it if a complaint is filed.
X-ALT-DESC;FMTTYPE=text/html:This will be an interactive two-hour sexual harassment training with:\n•Current examples\, dilemmas\n•Update on new laws/requirements including bullying\, gender identity and gender expression\, and social media issues. \nThis program will satisfy California training requirements for supervisors:\n•The types of conduct that constitute sexual harassment.\n•Remedies available for sexual harassment victims in civil actions and potential employer or individual liability.\n•Strategies to prevent sexual harassment in the workplace.\n•An explanation about the limited confidentiality of the complaint process.\n•Practical examples that illustrate sexual harassment\, discrimination and retaliation.\n•Resources for victims of harassment.\n•The employer's obligation to conduct an effective workplace investigation of a harassment complaint and take remedial measures to correct harassing behavior.\n•A supervisor's obligation to report any complaints of sexual harassment\, discrimination and retaliation of which they're aware to a designated corporate representative\, such as a human resource professional\, so the employer may try to resolve the claim internally.\n•What the supervisor should do if he or she is personally accused of harassment.\nThe essential elements of an anti-\nharassment policy\, and how to use it if a complaint is filed.\n\n
LOCATION:Sheraton Redding Hotel
UID:e.3627.782
SEQUENCE:3
DTSTAMP:20260427T185846Z
URL:http://reddingchamber.chambermaster.com/events/details/sexualharassmentprevention-interactive-two-hour-training-01-01-1900-782
END:VEVENT

END:VCALENDAR