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All materials, training, and services offered by RSJ/Swenson LLC are offered and sold with the understanding that it is not engaged in rendering legal counseling or other professional service.  If legal counseling or other professional assistance is required, the services of a competent practitioner in the relevant area should be sought..
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"RSJ/Swenson are the first people I call on behalf of my own firm, or on behalf of clients when human resources issues arise, including employee manuals, annual reviews, disciplinary actions and investigations.  RSJ/Swenson is quite simply our human resource expert of choice."

-- Ranlyn Hill, President/Visionary
Benevolent Vision
Non-Harassment Training

Claims of harassment in the workplace are still commonplace. In this specially designed training program, RSJ/Swenson provides managers and employees with the tools, knowledge and skills they need to recognize, prevent and stop all forms of harassing behaviors. It provides a comprehensive approach to changing behaviors using everyday examples tied to business realities and includes skill-building practices.

(This seminar complies with “AB1825”, which requires California employers to provide supervisors with 2 hours of interactive sexual harassment prevention training every 2 years).

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Going to the Videotape is Not Sufficient Anymore - Read the article here from Shaw Valenza.

A recent news story recounted the October 2009 settlement reached in EEOC v. California Psychiatric Transitions. CPT’s training efforts became the central focus of the case. According to published reports, CPT’s anti-harassment training consisted of little more than showing a video to the staff. To make matters worse, CPT allegedly allowed employees, including the supervisor at issue, to talk on their personal mobile phones during the video training.

The Equal Employment Opportunity Commission, which rarely acts as plaintiff on behalf of employees, decided to litigate the matter. The EEOC apparently believed that CPT did not take its prevention obligations seriously. Accordingly, as part of the settlement, the EEOC required CPT to update its anti-harassment policies and provide effective training to its workforce and managers regarding their responsibility to address harassing behavior. As one headline about the case succinctly put it, “Videos Aren’t Enough.”

What made this case interesting was the EEOC’s focus on the training methods used by the employer.

Required for California employers with 50 or more employees and
recommended for all businesses.