How to Provide the Best Harassment  Training  to Your Workforce   February 17, 2011
Ben Webster, Esq. <ul><li>Office Managing Shareholder of Littler’s Sacramento Office </li></ul><ul><li>Over 20 years of de...
Reid Bowman, Esq. <ul><li>General Counsel of ELT  </li></ul><ul><li>Over 25 years of HR and labor employment law experienc...
AGENDA <ul><li>Perspective </li></ul><ul><li>Training Becomes the Law: </li></ul><ul><ul><li>Federal Law </li></ul></ul><u...
Some Perspective:
EEOC Charges Continue Three Year Record Pace <ul><ul><li>Source: www.eeoc.gov </li></ul></ul>99,022 80,680
Harassment Charges Continue at a Brisk Pace <ul><li>Last year saw 11,717 sexual harassment charges filed with the EEOC… bu...
Training Becomes the Law
Federal Law
U.S. Supreme Court Decisions <ul><li>Faragher   and  Ellerth  (1998) </li></ul><ul><ul><li>Workplace Harassment vs.  Sexua...
U.S. Supreme Court Decisions <ul><li>Kolstad  (1999) </li></ul><ul><ul><li>Workplace discrimination training (not just har...
1999 EEOC Enforcement Guidelines <ul><li>“ [T]he employer should  provide training to all employees  to ensure they unders...
The EEOC and State Agencies Expect Training <ul><li>If you are trying to resolve a case with the EEOC, evidence of harassm...
Choosing Not To Train Is Expensive <ul><li>Employers pay the price if they don’t train:  </li></ul><ul><ul><li>EEOC v. RMG...
The Power of Training <ul><li>8th Circuit Court of Appeals held that punitive damage award was  not  appropriate because t...
State Law
Early Beginnings: ME (’91) and CT (’93) <ul><li>ME requires employers: </li></ul><ul><ul><li>With 15 or more employees; </...
A Brief Recap of AB 1825 <ul><li>Requires employers who do business in California, and who have more than 50 employees, to...
I’m Finalizing my 2011 Re-training Planning <ul><li>What Does AB 1825 mean to me? </li></ul>a
2011 Re-Training Mandate <ul><li>Training must be repeated every two years,  making  2011  a  “re-train” year for most org...
The Most Burning Questions
Question #1 <ul><li>Who can develop and conduct training? </li></ul>
A Question for You <ul><li>Harassment training at my organization is: </li></ul><ul><ul><li>A. Developed in-house </li></u...
Three Categories of Qualified Trainers <ul><li>Attorneys – Admitted to the bar, with 2 or more years of employment law pra...
Three Categories of Qualified Trainers <ul><li>Professors and Instructors – Graduate degree or California teaching credent...
Team Training is Allowed <ul><li>Individuals who do not meet the expertise criteria may : </li></ul><ul><li>“…  team teach...
What About e-Learning? <ul><li>A qualified trainer must have developed and consistently update the online program. </li></...
Best Practice <ul><li>“ Know thy trainers and vendors.” </li></ul><ul><li>Ask tough questions. </li></ul><ul><li>Are you c...
Question # 2 <ul><li>What does “interactive” really mean? </li></ul>
Interactivity Requirements for  All Forms of Training  <ul><li>All forms of training should include:  </li></ul><ul><ul><l...
Interactivity Requirements for  e-Learning are Further Detailed <ul><li>Self-Paced Learning </li></ul><ul><ul><li>Learners...
Interactivity Requirements for  e-Learning are Further Detailed <ul><li>Self-Paced Learning : </li></ul><ul><ul><li>Learne...
Survey Results <ul><li>My organization would rely on an outside training vendor to answer questions that arise during e-le...
Best Practice <ul><li>A good e-learning program should be able to respond to a large volume of questions  in real time. </...
Question # 3 <ul><li>How are two hours of  e-learning measured? </li></ul>
Policing Time –  2 Hours Means 2 Hours <ul><li>E-learning programs must have confirmed run times of at least 2 hours.  </l...
<ul><ul><li>An audio  or non-audio  course with a   built in, paced “timer”   that requires learners who complete in less ...
Question # 4 <ul><li>If a two hour program covers more than sexual harassment, will it comply? </li></ul>
Training Can Go Beyond Sexual Harassment to Cover Other Protected Categories  Within  the 2 Hours <ul><li>Statute  require...
Best Practice <ul><li>Cover:  All protected categories --  </li></ul><ul><ul><li>Faragher  defense to multiple forms of ha...
Follow-Up Questions <ul><li>Some vendors have recommended programs longer than 2 hours. If my program is 120 minutes, and ...
A Question for You? <ul><li>If your organization is currently training on WPH in more than one state, does your organizati...
Question # 5 <ul><li>What are organizations doing nationally? </li></ul>
Does AB 1825 Really Have Any Impact Outside of CA? <ul><li>Yes .  California is setting the standard for “effective” compl...
Training Becomes the Law ME CT Faragher EEOC Kolstad NJ AB 1825 1825 Regs National? FSGs = Federal training laws, not just...
National Trends: ELT Survey <ul><li>Training beyond sexual harassment  (91%) </li></ul><ul><li>Training all employees, not...
Question # 5 <ul><li>What happens if I don’t comply? </li></ul>
National Trends <ul><li>Penalties?  AB 1825 has no penalties, but what is the  real  risk? </li></ul><ul><li>DFEH:  Detail...
Question # 7 <ul><li>Can ROI be measured? </li></ul>
ROI Considerations <ul><li>How many claims annually to your HR / legal departments? </li></ul><ul><li>How many people hour...
Independent ROI Study <ul><li>Complete curriculum of ELT / Littler classes </li></ul><ul><li>37% decrease in employment la...
Additional ROI <ul><li>Improved morale </li></ul><ul><li>Increased productivity </li></ul><ul><li>Better retention </li></...
What To Do Now
A Question for You? <ul><li>Which best describes your organization’s harassment training efforts: </li></ul><ul><ul><li>No...
ELT Survey Results <ul><li>At my organization, the time frame to deploy training is: </li></ul><ul><ul><li>A.  1-3 months ...
Training Solutions <ul><li>Live training : </li></ul><ul><ul><li>Instructor led and tailored to audience ( i.e.,  senior l...
Don’t Delay <ul><li>Developing or procuring training can take months. </li></ul><ul><li>Deploying training and hitting 100...
A Question for You… If your   organization may be interested in purchasing ELT ’ s online training solutions, and you woul...
Additional Questions? <ul><li>Ben Webster </li></ul><ul><li>[email_address] </li></ul><ul><li>Reid Bowman </li></ul><ul><l...
How to Provide the Best Harassment  Training  to Your Workforce Thank Your All attendees will receive a follow up email wi...
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How to Provide the Best Harassment Training to Your Workforce: A Practical Overview of Federal, California and other State Requirements

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This interactive webinar is an ideal overview of harassment training laws and harassment trends for employers located all over the country.

2011 is a harassment prevention “re-train” year for most California employers. The state’s strict training law, AB 1825, requires any organization that does business in California, and that has more than 50 employees, to provide 2 hours of anti-harassment training to all California supervisors, every 2 years. The California law has had a profound effect on organizations across the country.

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How to Provide the Best Harassment Training to Your Workforce: A Practical Overview of Federal, California and other State Requirements

  1. 1. How to Provide the Best Harassment Training to Your Workforce February 17, 2011
  2. 2. Ben Webster, Esq. <ul><li>Office Managing Shareholder of Littler’s Sacramento Office </li></ul><ul><li>Over 20 years of defending employers in labor/employment lawsuits in state and federal court, before agencies, and in mediation and arbitration, including cases involving all types of discrimination, harassment, and retaliation; wrongful termination; unfair competition; wage/hour class actions. </li></ul><ul><li>Also advice/counsel, training, and workplace investigations.   </li></ul>
  3. 3. Reid Bowman, Esq. <ul><li>General Counsel of ELT </li></ul><ul><li>Over 25 years of HR and labor employment law experience, primarily working with multi-state employers </li></ul><ul><li>Designs strategic ethics, discrimination prevention, and employment law compliance programs </li></ul>
  4. 4. AGENDA <ul><li>Perspective </li></ul><ul><li>Training Becomes the Law: </li></ul><ul><ul><li>Federal Law </li></ul></ul><ul><ul><li>State Law </li></ul></ul><ul><li>Answers to the Most Burning Questions </li></ul><ul><li>What to Do Now </li></ul>
  5. 5. Some Perspective:
  6. 6. EEOC Charges Continue Three Year Record Pace <ul><ul><li>Source: www.eeoc.gov </li></ul></ul>99,022 80,680
  7. 7. Harassment Charges Continue at a Brisk Pace <ul><li>Last year saw 11,717 sexual harassment charges filed with the EEOC… but </li></ul><ul><li>The total number of charges filed alleging any kind of harassment was almost 31,000! </li></ul><ul><li>Most common claim filed with the EEOC continues to be Retaliation! </li></ul>Source: http://www.eeoc.gov/eeoc/statistics/enforcement/index.cfm
  8. 8. Training Becomes the Law
  9. 9. Federal Law
  10. 10. U.S. Supreme Court Decisions <ul><li>Faragher and Ellerth (1998) </li></ul><ul><ul><li>Workplace Harassment vs. Sexual Harassment </li></ul></ul><ul><ul><li>Train Everyone </li></ul></ul><ul><ul><li>Train Periodically </li></ul></ul><ul><ul><li>The Affirmative Defense </li></ul></ul><ul><ul><ul><li>Policy </li></ul></ul></ul><ul><ul><ul><li>Education </li></ul></ul></ul>
  11. 11. U.S. Supreme Court Decisions <ul><li>Kolstad (1999) </li></ul><ul><ul><li>Workplace discrimination training (not just harassment) </li></ul></ul><ul><ul><li>Good faith efforts to educate all managers on basic anti-discrimination principles, or “Title VII” </li></ul></ul><ul><ul><li>Policies are not enough </li></ul></ul><ul><ul><li>Punitive damage defense </li></ul></ul>
  12. 12. 1999 EEOC Enforcement Guidelines <ul><li>“ [T]he employer should provide training to all employees to ensure they understand their rights and responsibilities [concerning workplace harassment]… </li></ul>Source: Enforcement Guidance: Vicarious Liability for Unlawful Harassment by Supervisors (6/18/99)
  13. 13. The EEOC and State Agencies Expect Training <ul><li>If you are trying to resolve a case with the EEOC, evidence of harassment training is extremely important. </li></ul><ul><li>Information about training is a standard inquiry for many state agencies ( e.g., DFEH). </li></ul><ul><li>Consent decrees routinely include training mandates: </li></ul><ul><ul><li>Generally require manager training. </li></ul></ul><ul><ul><li>Often include all employee training. </li></ul></ul>
  14. 14. Choosing Not To Train Is Expensive <ul><li>Employers pay the price if they don’t train: </li></ul><ul><ul><li>EEOC v. RMG Communications, LLC , 2009 U.S. Dist LEXIS 100930 (S.D. Ind. 2009). Company remained liable for punitive damages for disability disc claim, where company failed to provide training regarding disability discrimination prevention. </li></ul></ul><ul><ul><li>Bains v. ARCO Prods. Co ., 405 F.3d 764 (9th Cir. 2005). Plaintiffs were originally awarded $1 million in compensatory damages and $5 million in punitive damages for failing to train on harassment. </li></ul></ul><ul><ul><li>Swinton v. Potomac Corporation, 270 F.3d 794 (9th Cir. 2001). Lack of manager training justified a punitive damage award of $1 million in a single plaintiff case. Having a policy alone is not sufficient. </li></ul></ul>
  15. 15. The Power of Training <ul><li>8th Circuit Court of Appeals held that punitive damage award was not appropriate because the employer demonstrated good faith, which included requiring supervisors to go through harassment training. </li></ul><ul><li>Dominic v. DeVilbiss Air Power Co., </li></ul><ul><li>(8th Cir. No. 06-3236 2007) </li></ul>
  16. 16. State Law
  17. 17. Early Beginnings: ME (’91) and CT (’93) <ul><li>ME requires employers: </li></ul><ul><ul><li>With 15 or more employees; </li></ul></ul><ul><ul><li>To conduct sexual harassment training for all new employees; </li></ul></ul><ul><ul><li>Within one year of employment commencement. </li></ul></ul><ul><li>CT requires employers: </li></ul><ul><ul><li>With fifty or more employees; </li></ul></ul><ul><ul><li>To provide two hours of sexual harassment training; </li></ul></ul><ul><ul><li>To all supervisory employees; </li></ul></ul><ul><ul><li>Within six months of the assumption of a supervisory position. </li></ul></ul>
  18. 18. A Brief Recap of AB 1825 <ul><li>Requires employers who do business in California, and who have more than 50 employees, to provide 2 hours of high quality, “interactive” harassment training to all supervisors. </li></ul><ul><li>First training deadline was December 31, 2005. </li></ul>a
  19. 19. I’m Finalizing my 2011 Re-training Planning <ul><li>What Does AB 1825 mean to me? </li></ul>a
  20. 20. 2011 Re-Training Mandate <ul><li>Training must be repeated every two years, making 2011 a “re-train” year for most organizations. </li></ul><ul><li>Newly hired or promoted supervisors must be trained within six months of the assumption of a supervisory position. </li></ul>
  21. 21. The Most Burning Questions
  22. 22. Question #1 <ul><li>Who can develop and conduct training? </li></ul>
  23. 23. A Question for You <ul><li>Harassment training at my organization is: </li></ul><ul><ul><li>A. Developed in-house </li></ul></ul><ul><ul><li>B. Purchased from outside vendors </li></ul></ul><ul><ul><li>C. A combination of both </li></ul></ul>
  24. 24. Three Categories of Qualified Trainers <ul><li>Attorneys – Admitted to the bar, with 2 or more years of employment law practice </li></ul><ul><li>HR Professionals – 2 or more years of practical experience in one or more of the following: </li></ul><ul><li>- Designing training </li></ul><ul><li> - Responding to harassment complaints </li></ul><ul><li> - Conducting investigations </li></ul><ul><li> - Advising employers about harassment prevention </li></ul>
  25. 25. Three Categories of Qualified Trainers <ul><li>Professors and Instructors – Graduate degree or California teaching credential, and either 20 instruction hours or two or more years of experience in a law school, college, or university teaching about employment law. </li></ul>
  26. 26. Team Training is Allowed <ul><li>Individuals who do not meet the expertise criteria may : </li></ul><ul><li>“… team teach with a trainer in classroom or webinar trainings, provided that the trainer supervises these individuals and the trainer is available throughout the training to answer questions from training attendees.” </li></ul>
  27. 27. What About e-Learning? <ul><li>A qualified trainer must have developed and consistently update the online program. </li></ul><ul><li>A person who meets the qualified trainer definition must be available to answer questions submitted by learners. </li></ul>
  28. 28. Best Practice <ul><li>“ Know thy trainers and vendors.” </li></ul><ul><li>Ask tough questions. </li></ul><ul><li>Are you comfortable with your trainer or vendor being cross-examined: </li></ul><ul><ul><li>About their credentials? </li></ul></ul><ul><ul><li>About the actual involvement of a harassment expert in the program’s development? </li></ul></ul><ul><li>Has the training been the subject of an independent legal review? ( e.g., EEOC) </li></ul><ul><li>Beware of generic training providers. </li></ul>
  29. 29. Question # 2 <ul><li>What does “interactive” really mean? </li></ul>
  30. 30. Interactivity Requirements for All Forms of Training <ul><li>All forms of training should include: </li></ul><ul><ul><li>“ Questions that assess learning” and </li></ul></ul><ul><ul><li>“ Skill-building activities that assess the supervisor’s application and understanding of content learning”; and </li></ul></ul><ul><ul><li>“ Numerous hypothetical scenarios about harassment, each with one or more discussion questions so that supervisors remain measurably engaged in the training.” </li></ul></ul>
  31. 31. Interactivity Requirements for e-Learning are Further Detailed <ul><li>Self-Paced Learning </li></ul><ul><ul><li>Learners must have the opportunity to ask questions during the training. </li></ul></ul><ul><li>“ An e-learning program shall provide a link to or directions on how to directly contact trainers or educators, either working for the employer or retained by the e-learning provider.” </li></ul>
  32. 32. Interactivity Requirements for e-Learning are Further Detailed <ul><li>Self-Paced Learning : </li></ul><ul><ul><li>Learner questions must be responded to “within a reasonable period of time” and within “no more than two business days” after a question is asked. </li></ul></ul><ul><ul><li>The person who answers the question must be a qualified trainer. </li></ul></ul><ul><ul><li>Be cautious with outsourced Q&A services. </li></ul></ul>
  33. 33. Survey Results <ul><li>My organization would rely on an outside training vendor to answer questions that arise during e-learning: </li></ul><ul><ul><li>Yes (9%) </li></ul></ul><ul><ul><li>B. Maybe, if the vendor could demonstrate appropriate legal expertise (41%) </li></ul></ul><ul><ul><li>C. No, all questions would be routed internally (50%) </li></ul></ul>
  34. 34. Best Practice <ul><li>A good e-learning program should be able to respond to a large volume of questions in real time. </li></ul><ul><li>Use internal resources to respond to questions that go “beyond the program”: </li></ul><ul><ul><li>A vendor may not have the appropriate knowledge / resources. </li></ul></ul><ul><ul><li>Questions may require specific knowledge of the organization’s policy and internal practices. </li></ul></ul><ul><ul><li>A question could contain a harassment complaint requiring an investigation. </li></ul></ul><ul><ul><ul><li>Failing to respond could create liability. </li></ul></ul></ul><ul><li>Issue: Discoverable? </li></ul>
  35. 35. Question # 3 <ul><li>How are two hours of e-learning measured? </li></ul>
  36. 36. Policing Time – 2 Hours Means 2 Hours <ul><li>E-learning programs must have confirmed run times of at least 2 hours. </li></ul><ul><li>Option 1 : </li></ul><ul><ul><li>An enhanced audio version of the course that takes at least 2 hours to complete based on mandatory audio files </li></ul></ul><ul><ul><ul><li>Can you run extensive audio? </li></ul></ul></ul><ul><ul><ul><li>Are you OK with the “read to” approach? </li></ul></ul></ul>
  37. 37. <ul><ul><li>An audio or non-audio course with a built in, paced “timer” that requires learners who complete in less than two hours to continue viewing training content. </li></ul></ul><ul><ul><ul><li>Not all timers are created equal. A timer should be a safety net, not a “stretcher.” </li></ul></ul></ul><ul><ul><ul><li>Counting active training time or browser time? </li></ul></ul></ul><ul><ul><ul><li>Able to properly bookmark? </li></ul></ul></ul>Policing Time – 2 Hours Means 2 Hours Option 2 :
  38. 38. Question # 4 <ul><li>If a two hour program covers more than sexual harassment, will it comply? </li></ul>
  39. 39. Training Can Go Beyond Sexual Harassment to Cover Other Protected Categories Within the 2 Hours <ul><li>Statute requires practical examples re: the prevention of “harassment, discrimination, and retaliation.” </li></ul><ul><li>Regulations permit the discussion of: </li></ul><ul><ul><li>Other protected categories; </li></ul></ul><ul><ul><li>How harassment of an employee can cover more than one basis. </li></ul></ul>
  40. 40. Best Practice <ul><li>Cover: All protected categories -- </li></ul><ul><ul><li>Faragher defense to multiple forms of harassment (fed law) </li></ul></ul><ul><ul><li>EEOC Guidelines (fed law) </li></ul></ul><ul><li>Cover: Discrimination and Retaliation -- </li></ul><ul><ul><li>Referenced by AB 1825 </li></ul></ul><ul><ul><li>Kolstad defense (fed law) </li></ul></ul><ul><li>Cover: Cutting edge issues -- </li></ul><ul><ul><li>Facebook, texting, iPads, blogs, etc. </li></ul></ul><ul><li>Cover: EEOC trends -- </li></ul><ul><ul><li>Harassment claims other than sexual harassment, and retaliation claims, are on the rise. </li></ul></ul>
  41. 41. Follow-Up Questions <ul><li>Some vendors have recommended programs longer than 2 hours. If my program is 120 minutes, and not a second more, do I comply? </li></ul><ul><li>Can I do a more condensed program for executives? </li></ul><ul><li>Does training have to reference exact statutory language and include case law citations? </li></ul>
  42. 42. A Question for You? <ul><li>If your organization is currently training on WPH in more than one state, does your organization: </li></ul><ul><ul><li>Train everyone consistently. </li></ul></ul><ul><ul><li>Train differently depending on what state the learner works in. </li></ul></ul>
  43. 43. Question # 5 <ul><li>What are organizations doing nationally? </li></ul>
  44. 44. Does AB 1825 Really Have Any Impact Outside of CA? <ul><li>Yes . California is setting the standard for “effective” compliance training programs for the rest of the country. </li></ul><ul><li>The risks of inconsistency </li></ul><ul><li>Federal guidelines (USSC, EEOC, & FSGs) strongly promote mandatory training for all employees and managers. </li></ul><ul><li>“ Periodic” and “effective” are shared terms. </li></ul>
  45. 45. Training Becomes the Law ME CT Faragher EEOC Kolstad NJ AB 1825 1825 Regs National? FSGs = Federal training laws, not just CA training = All employees, not just supervisors 1991 1993 1998 1999 2002 2004 2005 -2010 2011-------
  46. 46. National Trends: ELT Survey <ul><li>Training beyond sexual harassment (91%) </li></ul><ul><li>Training all employees, not just supervisors (50%) </li></ul>
  47. 47. Question # 5 <ul><li>What happens if I don’t comply? </li></ul>
  48. 48. National Trends <ul><li>Penalties? AB 1825 has no penalties, but what is the real risk? </li></ul><ul><li>DFEH: Details of the employer’s training efforts are part of the standard inquiry when investigating a complaint. </li></ul><ul><li>EEOC/Courts: Training is expected (fed laws). Training is also a standard part of settlements and remediation. Training specifics are mirroring the CA standards. (2 hrs) </li></ul><ul><li>Will you become a target for plaintiffs’ counsel? </li></ul>
  49. 49. Question # 7 <ul><li>Can ROI be measured? </li></ul>
  50. 50. ROI Considerations <ul><li>How many claims annually to your HR / legal departments? </li></ul><ul><li>How many people hours to resolve? </li></ul><ul><li>What percentage of claims turn into litigation? </li></ul><ul><li>What percentage settle? What percentage go to trial? </li></ul><ul><li>What are the hard and soft costs? </li></ul>
  51. 51. Independent ROI Study <ul><li>Complete curriculum of ELT / Littler classes </li></ul><ul><li>37% decrease in employment law related claims </li></ul><ul><li>Saved the state an estimated $2 million per year (hard costs) </li></ul><ul><li>Soft cost savings are exponentially higher </li></ul><ul><li>http://www.elt-inc.com/about/demonstrated_ROI.html </li></ul>
  52. 52. Additional ROI <ul><li>Improved morale </li></ul><ul><li>Increased productivity </li></ul><ul><li>Better retention </li></ul><ul><li>Easier to recruit </li></ul>
  53. 53. What To Do Now
  54. 54. A Question for You? <ul><li>Which best describes your organization’s harassment training efforts: </li></ul><ul><ul><li>Not thinking about it yet </li></ul></ul><ul><ul><li>In the process of reviewing options </li></ul></ul><ul><ul><li>We’ve selected a resource but are waiting to implement </li></ul></ul><ul><ul><li>Already started training </li></ul></ul>
  55. 55. ELT Survey Results <ul><li>At my organization, the time frame to deploy training is: </li></ul><ul><ul><li>A. 1-3 months (37%) </li></ul></ul><ul><ul><li>B. 4-7 months (47%) </li></ul></ul><ul><ul><li>C. 8-12 months (15%) </li></ul></ul><ul><ul><li>D. 1 year+ (2%) </li></ul></ul>
  56. 56. Training Solutions <ul><li>Live training : </li></ul><ul><ul><li>Instructor led and tailored to audience ( i.e., senior leaders) </li></ul></ul><ul><ul><li>When highly customized materials required </li></ul></ul><ul><li>E-learning : 40%+ (and growing) of employers today chose e-learning solutions. </li></ul><ul><ul><li>Interactive and engaging – hands on experience </li></ul></ul><ul><ul><li>Creates electronic records and employee acknowledgments </li></ul></ul><ul><ul><li>Significant cost savings </li></ul></ul><ul><ul><li>Easy to reach bulk of managers and employees – repeatedly </li></ul></ul><ul><ul><li>Ensures exposure to policies </li></ul></ul><ul><ul><li>Content can be duplicated for evidentiary purposes. View a demo : www.elt-inc.com . </li></ul></ul>
  57. 57. Don’t Delay <ul><li>Developing or procuring training can take months. </li></ul><ul><li>Deploying training and hitting 100% completion can take months. </li></ul><ul><li>The Obama Administration’s enforcement team is in place, and California’s training laws require immediate action. </li></ul>
  58. 58. A Question for You… If your   organization may be interested in purchasing ELT ’ s online training solutions, and you would like an ELT Sales Executive to follow up with you, type &quot;YES&quot; in the box below.
  59. 59. Additional Questions? <ul><li>Ben Webster </li></ul><ul><li>[email_address] </li></ul><ul><li>Reid Bowman </li></ul><ul><li>[email_address] </li></ul>www.elt-inc.com Interested in our solutions? [email_address]
  60. 60. How to Provide the Best Harassment Training to Your Workforce Thank Your All attendees will receive a follow up email within 48 hours with the webinar materials and the HRCI code.

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