1.5 LU | Elective
Harassment in the Workplace: Building a Respectful Culture
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- Program Level
- Introductory
- Prerequisites
- None
- Advanced Prep
- None
Learning Objectives
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Learning Objective 1
Explain the business case for maintaining a harassment-free workplace, including the reputational, financial, and operational costs of violations
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Learning Objective 2
Describe employer and individual supervisor liability under harassment and discrimination law, including the conditions under which strict liability applies
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Learning Objective 3
Identify the elements of an effective internal complaint procedure, including publication requirements, alternate contacts, and anti-retaliation assurances
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Learning Objective 4
Distinguish between unlawful harassment and unlawful discrimination, and identify the legally protected categories that trigger each
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Learning Objective 5
Define the four elements required to establish unlawful harassment, including the protected category standard, the reasonable person standard, the unwelcome standard, and the severe or repeated requirement
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Learning Objective 6
Recognize conduct that may constitute sexual harassment, including quid pro quo and hostile environment harassment
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Learning Objective 7
Apply practical guidelines for supervisors to prevent, identify, investigate, and document harassment and discrimination concerns before they escalate into claims
Course preview
Our continuing education courses keep you focused on what matters most in architecture and design. Achieve more with continuing education that blends trusted expertise with real world application.
Presented by Jill O'Brien, an employment attorney with 35+ years of practice experience, this course delivers a comprehensive grounding in workplace harassment and discrimination law as it applies to Illinois employers, including the specific protections added under Chicago's Human Rights Ordinance. O'Brien draws on decades of litigation experience to illuminate what actually goes wrong in firms, why well-intentioned supervisors get named in lawsuits, and what practical steps prevent claims from arising in the first place. Topics include employer and individual supervisor liability, complaint procedure requirements, remedies available to victims, protected categories under federal, state, and Chicago law, the distinction between harassment and discrimination, and the legal definition of unlawful harassment with applied hypotheticals drawn from real workplace situations.
Refund Policy
Refund Policy
If you are not satisfied with your continuing education purchase, request a full refund within 30 days of enrollment before a certificate of completion is issued.
Cancelation Policy
Annual continuing education memberships may be canceled at any time from your account settings; access continues through the end of the current billing period.
Complaint Resolution Policy
Questions or concerns regarding course content, credit reporting, or certificates may be directed to Amber Book support at info@amberbook.com.
Amber Book is a registered provider of AIA-approved continuing education under Provider Number 40410829. All registered AIA CES Providers must comply with the AIA Standards for Continuing Education Programs. Any questions or concerns about this provider or this learning program may be sent to AIA CES (cessupport@aia.org or (800) AIA-3837, Option 3). This learning program is registered with AIA CES for continuing professional education. As such, it does not include content that may be deemed or construed to be an approval or endorsement by the AIA of any material of construction or any method or manner of handling, using, distributing, or dealing in any material or product. AIA continuing education credit has been reviewed and approved by AIA CES. Learners must complete the entire learning program to receive continuing education credit. AIA continuing education Learning Units earned upon completion of this course will be reported to AIA CES for AIA members. Certificates of Completion for both AIA members and non-AIA members are available upon request.