This course is designed to meet the training standards set forth by the legislation listed below.
- The Civil Rights Act of 1964 outlawed discrimination based on race, color, religion, sex, or national origin. This federal legislation is enforced throughout the United States. It also requires that employers make reasonable accommodations for an employee’s “sincerely held” religious beliefs.
- The Pregnancy Discrimination Act of 1978 expanded protections for pregnancy, childbirth, or a medical condition related to pregnancy or childbirth.
- The Equal Pay Act of 1963 (EPA) mandates that men and women receive equal wages for equal work. Despite this law, a wage gap exists between men and women, with women earning approximately 78% of what men earn. Women may be offered jobs (or job titles) with lower wages, or they may have fewer years of experience because of time spent outside the work force (for pregnancy, childbirth, or family caregiving). Closing the gender wage gap will require attention to these issues as well.
- The Americans with Disabilities Act of 1990 (ADA) prohibits discrimination based on physical and mental disability. Employers must make reasonable accommodations for an employee’s disability.
- California Assembly Bill (AB) 1825, enacted in 2004, requires that companies with employees in California provide immediate and continuing sexual harassment training to supervisory employees. The requirements of AB 1825 surpass those of the federal government and the EEOC in mandating training for these employees.
- California Assembly Bill (AB) 2053, enacted in 2014, extends the requirements of the training defined in AB 1825 to include training related to abusive conduct. This is conduct between employees that is hostile, threatening, intimidating, humiliating, derogatory, or physically unwanted. This course is designed to meet the training standards set forth by all of the legislation listed here.