Sexual Harassment Prevention
Training Program for Spanish speaking employees

We can help you to train your Spanish speaking employees:

Our sexual Harassment Prevention Training Program meets all  requirements of  Assembly Bill 1825 of  California Law. Our dynamic and knowledgably trainers use a colorful Power Point presentation to make an understandable and enjoyable experience for your Spanish speaking employees.

This Interactive Program is created simple and understandable for diverse Spanish-speakers from all Latin American countries.

To request more information or to schedule an On-Site Training Presentation please send us an e-mail to info@spanishmadefriendly.com

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

Sexual harassment can occur in a variety of circumstances, including but not limited to the following:
The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
The harasser’s conduct must be unwelcome.

It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available.

When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis.

Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains.

It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.

“I am so proud of California’s students who continue to make academic gains every year and I encourage each and every one of them to keep up the good work,” said Governor Schwarzenegger. “While students have a responsibility to work hard to succeed in school it is up to adults to help provide them the opportunity to do so, which is why I again urge the legislature to pass my education reform package so that we can put hundreds of millions of dollars into our classrooms and give our students the chance to fulfill their dreams.”

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“I am proud that the legislature, health plans and health care advocates were able to come together and agree on an innovative solution to protect the health care of California’s most precious resource – our children,” said Governor Schwarzenegger. “This bipartisan legislation means that hundreds of thousands of California children will continue to have access to health care coverage – without any new General Fund dollars. This shared solution is a great example of the type of options we should be considering in this economic time.”

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1. The source-language (original) text
2. The target-language (translated) text
3. A statement signed by the translator or translation company representative, with his or her signature notarized bye a Notary Public, attesting that the translator or translation company representative believes the target-language text to be an accurate and complete translation of the source-language text. Sometimes this statement bears the title “Certificate of Accuracy” of “Statement that Two Documents Have the Same Mean ing.” Some translators will attach a Curriculum Vitae to the notarized statement.

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Statistics
In Fiscal Year 2008, EEOC received 13,867 charges of sexual harassment. 15.9% of those charges were filed by males. EEOC resolved 11,731 sexual harassment charges in FY 2008 and recovered $47.4 million in monetary benefits for charging parties and other aggrieved individuals (not including monetary benefits obtained through litigation).

Sexual Harassment Charges EEOC & FEPAs Combined: FY 1997 – FY 2008

The following chart represents the total number of charge receipts filed and resolved under Title VII alleging sexual harassment discrimination as an issue. The data in the sexual harassment table reflect charges filed with EEOC and the state and local Fair Employment Practices agencies around the country that have a work sharing agreement with the Commission.

The data are compiled by the Office of Research, Information and Planning from data compiled from EEOC’s Charge Data System and, from FY 2004 forward, EEOC’s Integrated Mission System.

(Click on image to enlarge)

* Does not include monetary benefits obtained through litigation.
The total of individual percentages may not always sum to 100% due to rounding.

Multiculturalism is a system of beliefs and behaviors that recognizes and respects the presence of all diverse groups in an organization or society, acknowledges and values their socio-cultural differences, and encourages and enables their continued contribution within an inclusive cultural context which empowers all within the organization or society.

Let’s take it apart. There are the four pairs of action phrases that give substance to the definition: “beliefs and behaviors,” “recognizes and respects,” “acknowledges and values,” “encourages and enables,” and a fifth one, “empowers.” Multiculturalism is a “system,” a set of interrelated parts—in this case, beliefs and behaviors—which make up the whole of how humans experience today’s world. It includes what people believe about others, their basic paradigms, and how this impact, and are impacted by, behavior. The outcome of this framework of beliefs/behaviors are seven important actions.

The first is recognition of the rich diversity in a given society or organization. For the longest time racial/ethnic minorities, the physically disabled, and women have not been given the same recognition as others. The one-sided approach to history and education has been a testimony to that fact.

With recognition should also comes respect. Respect and recognition are not the same, since recognizing the existence of a group does not necessarily elicit respect for the group. In a slave economy, for example, the presence of slaves was recognized but their humanity was not respected. For example, in the United States of America, the presence of American Indians in the Western expansion of the continent was constantly recognized by whites, but their environmentally conscious cultures were never respected. The contribution of women has usually been relegated to a footnote status. Our nation has a long history of not respecting the rights of the powerless.

Multiculturalism also entails acknowledging the validity of the cultural expressions and contributions of the various groups. This is not to imply that all cultural contributions are of equal value and social worth, or that all should be tolerated. Some cultural practices are better than others for the overall betterment of society. These cultural expressions and contributions that differ from those of the dominant group in society are usually only acknowledged when there is an economic market for them, such as music for African American, native Indian dances for tourism or cuisine from India. When the business sector wants our money, the advertising industry pictures people of color in a positive light. But in most other cases the entertainment media simply caricatures minority stereotypes, such as women usually in supportive roles. Multiculturalism thus means valuing what people have to offer, and not rejecting or belittling it simply because it differs from what the majority, or those in power, regard as important and of value Multiculturalism will also encourage and enable the contribution of the various groups to society or an organization. Women and persons of color, for example, often experience discouragement because what they bring to the “table” for discussion is often regarded as of little value or worth. Not everything can be utilized, however, nor is of the same worth

Published by EdChange and the Multicultural Pavilion – http://www.EdChange.org/multicultural

USCIS Update June 26, 2009

Form I-9 Remains Valid Beyond Current Expiration Date of June 30, 2009
WASHINGTON—U.S. Citizenship and Immigration Services (USCIS) announced today that the Employment Eligibility Verification form I-9 (Rev. 02/02/09) currently on the USCIS Web site will continue to be valid for use beyond June 30, 2009.

USCIS has requested that the Office of Management and Budget (OMB) approve the continued use of the current version of Form I-9. While this request is pending, the Form I-9 (Rev. 02/02/09) will not expire.

USCIS will update Form I-9 when the extension is approved. Employers will be able to use either the Form I-9 with the new revision date or the

Form I-9 with the 02/02/09 revision date at the bottom of the form. For more information on USCIS and its programs, visit www.uscis.gov.

USCIS Issues Guidance on Employment Eligibility Verification Form, PDF Attachment

TAKE NOTICE that on September 12, 2006, the California Legislature enacted legislation signed by the Governor of California, raising the minimum wage for all industries. (AB 1835, Ch. 230, Stats of 2006, adding sections 1182.12 and 1182.13 to the California Labor Code.) Pursuant to its authority under Labor Code section 1182.13, the Department of Industrial Relations amends and republishes Sections 1, 2, 3, and 5 of the General Minimum Wage Order. MW-2001, Section 4, Separability, has not been changed. Consistent with this enactment, amendments are made to the minimum wage, and the meals and lodging credits sections of all of the IWC’s industry and occupation orders.

This summary must be made available to employees in accordance with the IWC’s wage orders. Copies of the full text of the amended wage orders may be obtained by ordering on-line at www.dir.ca.gov/WP.asp, or by contacting your local Division of Labor Standards Enforcement office.

The provisions of this Order shall not apply to outside salespersons and individuals who are the parent, spouse, or children of the employer previously contained in this Order and the IWC’s industry and occupation orders. Exceptions and modifications provided by statute or in Section 1, Applicability, and in other sections of the IWC’s industry and occupation orders may be used where any such provisions are enforceable and applicable to the employer.

Minimun Wage Update, PDF Attachment

In 1986, Congress reformed U.S. immigration laws. These reforms, the result of a bipartisan effort, preserved the tradition of legal immigration while seeking to close the door to illegal entry. The employer sanctions provisions, found in section 274A of the Immigration and Nationality Act (INA), were added by the Immigration Reform and Control Act of 1986 (IRCA). These provisions further changed with the passage of the Immigration Act of 1990 and the Illegal Immigration Reform and Immigrant Responsibility Act (IIRIRA) of 1996.

Employment is often the magnet that attracts individuals to reside in the United States illegally. The purpose of the employer sanctions law is to remove this magnet by requiring employers to hire only individuals who may legally work here: citizens and nationals of the United States, lawful permanent residents, and aliens authorized to work. To comply with the law, you must verify the identity and employment authorization of each person you hire, complete and retain a Form I-9 for each employee, and refrain from discriminating against individuals on the basis of national origin or citizenship. (See Part Four for more information on unlawful discrimination.)

Form I-9 helps employers to verify individuals who are authorized to work in the United States. You should complete a Form I-9 for every new employee you hire after November 6, 1986.

This Handbook provides guidance on how to properly complete Form I-9, and answers frequently asked questions about the law as it relates to Form I-9.

I-9 Employer Handbook, PDF Attachment