Use authority responsibly.
Recognize how role, status, decision-making power, and perceived consequences can shape employee choices and workplace interactions.
Overstep™ Sexual Harassment Prevention Training — Supervisor & Manager Edition (2 Hours)
$29.97
2-hour Self-Paced Course
✔️ 2-hour self-paced course + Certificate
✔️ Meets California's Manager & Supervisor Requirements + Many More!
✔️ Coveres Privilege & Power, Boundaries, and bias.
✔️Get Immediate Access & Certificates
Pairs well with
After your purchase you will be auto-enrolled in your course and receive a welcome email.
Upon Completion, you will receive your certificate automatically.
Free and fast customer support to problem-solve any issues you may have with the course.
Overstep™ Sexual Harassment Prevention Training — Supervisor & Manager Edition (2 Hours)
$29.97
2-hour supervisor + manager edition • harassment prevention training
OverStep™Sexual Harassment, Power & the Duty to Act
Supervisors need more than definitions. OverStep™ gives managers a practical framework for recognizing sexual harassment and prohibited conduct, understanding how authority changes workplace interactions, responding when concerns surface, preventing retaliation, and choosing appropriate intervention strategies.
Approximately 2 hours
Supervisor scenarios
SCORM-ready
Certificate
Updated annually
$29.97
Self-paced Supervisor & Manager Edition
4.98/5OverStep pilot rating from learners and reviewers
15Industries represented in testing
13 yrsField-informed HR experience behind the examples
SCORMDeploy in your LMS or use CircleUp® registration
AnnualContent review to keep the course current
Managers do not only need to recognize an OverStep. They need to know what happens next.
The Supervisor & Manager Edition includes the employee foundation, then goes further into the responsibilities that come with authority. Managers examine how power can contribute to inappropriate conduct, why an employee may hesitate to speak up, and how supervisory choices can either increase risk or create safety.
When a concern is raised, the course focuses on response, reporting, confidentiality limits, anti-retaliation, follow-up, and intervention. The goal is not to turn supervisors into investigators. It is to help them recognize when action is required, respond appropriately, and move the concern into the correct organizational process.
OverStep™ keeps the learning practical through scenarios, reflection, and decision points that ask managers to consider the situation, the power dynamics, the potential impact, and the next responsible step.
The manager difference
Power changes the meaning of ordinary workplace interactions.
A comment, invitation, joke, request, or relationship can feel different when one person controls schedules, assignments, evaluations, promotions, pay, or access to opportunities. OverStep™ helps supervisors examine that power directly and use it to prevent harm, reinforce expectations, and respond when conduct crosses a line.
What managers are responsible for
Recognition is only the first step.
The second hour focuses on the responsibilities that become more important when a learner has supervisory authority.
Know what to do when a concern surfaces.
Respond to the employee, avoid promises you cannot keep, report through the appropriate pathway, and support the next steps.
Protect against the second harm.
Recognize direct and subtle retaliation risks, reinforce protections, and avoid decisions that can punish someone for raising or supporting a concern.
Set the tone before there is a complaint.
Communicate expectations, interrupt concerning behavior, reinforce reporting options, and choose interventions that fit the situation and impact.
Inside the 2-hour course
What supervisors and managers learn.
The full employee foundation plus manager-specific application involving authority, complaints, retaliation, escalation, prevention, and intervention.
- Boundaries 101Personal, professional, organizational, and legal boundaries, including how unspoken expectations and context affect workplace interactions.
- Recognizing sexual harassment and prohibited conductQuid pro quo, hostile work environment harassment, sex-based discrimination, retaliation, abusive conduct, and related workplace behavior.
- Where harassment can happenIn person, online, in messages, at events, during travel, off site, and in interactions involving employees, customers, contractors, and vendors.
- Power, bias, and barriers to speaking upHow authority, bias, fear of consequences, retaliation concerns, and conflict avoidance can affect whether an employee feels able to respond.
- Employee rights, protections, and reportingInternal and external reporting pathways, available protections, remedies, and the importance of multiple avenues for raising concerns.
- Bystander and response strategiesOptions for interrupting, checking in, getting help, documenting concerns, and choosing an intervention that fits the situation.
- Supervisory authority and workplace impactHow a supervisor's role can contribute to pressure or harm, and how authority can also be used to reinforce safe, respectful expectations.
- Receiving a complaint or becoming aware of a concernHow to respond to employees, move concerns into the appropriate reporting process, and avoid taking on an investigative role that is not yours.
- Confidentiality, retaliation, and follow-upLimits on confidentiality, retaliation prevention, appropriate communication, and support for follow-up after a concern is raised.
- Supervisory prevention and interventionSetting expectations, communicating policies and reporting options, intervening when concerning behavior occurs, and selecting appropriate strategies based on power and impact.
Exact learning outcomes
By the end of this course, supervisors and managers will be able to:
These seven learning outcomes reflect the 2-hour Supervisor & Manager Edition.
- Identify and distinguish forms of workplace sexual harassment and prohibited conduct, including quid pro quo and hostile work environment harassment, sex-based discrimination, retaliation, and abusive conduct.
- Analyze the impact of overstepped boundaries in the workplace, including sexual harassment, and the challenges and barriers that can affect a person’s ability to interrupt, respond to, or address concerning conduct.
- Identify rights, protections, and reporting options available to employees who experience sexual harassment and inappropriate workplace conduct, including internal and external reporting pathways and available remedies.
- Apply strategies to prevent, respond to, and interrupt sexual harassment and inappropriate workplace conduct, including communicating and respecting boundaries, responding to concerning behavior, using appropriate bystander intervention strategies, and seeking support to report concerns.
- Analyze how power dynamics and supervisory authority can influence workplace interactions and sexual harassment, including how power can contribute to inappropriate conduct, affect an employee’s ability or willingness to speak up, and be used to prevent or address harmful behavior.
- Apply appropriate procedures when receiving a complaint or becoming aware of sexual harassment, including responding to employees, reporting concerns, understanding the limits of confidentiality, recognizing and preventing retaliation, and supporting appropriate follow-up.
- Apply supervisory specific strategies to prevent, interrupt, and address sexual harassment and other prohibited workplace conduct, including establishing clear expectations, communicating policies and reporting options, intervening when concerning behavior occurs, and selecting appropriate intervention strategies based on the situation, power dynamics, and potential impact.
Practice the decision
Managers learn to intervene without making the situation worse.
OverStep™ uses realistic situations to help supervisors practice pausing, assessing power and impact, setting boundaries, addressing concerning conduct, and moving reports into the appropriate organizational process.
Compliance-focused design
A 2-hour path for supervisors and managers.
OverStep™ is designed around the content areas and supervisor responsibilities that appear across harassment-prevention requirements, with employer and jurisdiction-specific implementation still considered separately.
California employers with five or more employees must provide supervisory employees at least two hours of sexual harassment prevention training every two years. This edition is designed around that 2-hour supervisory framework.
Chicago requires two hours of sexual harassment prevention training annually for supervisors and managers. Chicago also requires a separate one-hour annual bystander intervention training for all employees.
Use OverStep™ as a core supervisor training path, then confirm local timing, content, trainer, industry, policy, reporting, or supplemental requirements that apply to each workforce location.
Compliance depends on the employer, jurisdiction, workforce, timing, delivery method, policy information, and other applicable requirements. This page describes the course design and is not legal advice. Employers should confirm current requirements for their workforce.
Choose how you deploy it
One manager course. Multiple delivery options.
Individual supervisors can enroll directly, while organizations can use SCORM, bulk seats, or discuss facilitated delivery and customization with CircleUp®.
Take it self-paced through CircleUp®.
Complete the 2-hour course online, satisfy the required activities and assessment, and receive completion documentation.
Enroll now →Put OverStep™ inside your system.
Organizations can request a SCORM package for delivery through an existing learning management system and manage assignments and completion in their own environment.
Discuss SCORM →Plan a supervisor rollout.
Discuss bulk seats, employee and supervisor assignment mapping, live online or onsite delivery, employer policy integration, and scoped customization.
Schedule an assessment →Two OverStep™ editions
Give each role the training it actually needs.
Employee Edition
For nonsupervisory employees. Focuses on boundaries, recognition, sexual and sex-based harassment, discrimination, retaliation, reporting, bystander choices, prevention, and response.
Supervisor & Manager Edition
Includes the employee foundation plus additional work on supervisory authority, receiving concerns, confidentiality limits, anti-retaliation, intervention, expectations, and follow-up.
Questions, answered
What supervisors and HR teams usually ask.
What is different about the 2-hour Supervisor & Manager Edition?
It includes the employee foundation and adds manager-specific learning on power and authority, receiving concerns, reporting and escalation, confidentiality limits, retaliation prevention, intervention, expectations, and follow-up.
Is this the California supervisor course?
The course is designed around California's 2-hour supervisory harassment-prevention framework. Employers are still responsible for confirming current requirements, timing, delivery conditions, policy information, and any other obligations that apply to their workforce.
What is different for Chicago?
Chicago requires two hours of annual sexual harassment prevention training for supervisors and managers, plus a separate one-hour annual bystander intervention training for all employees.
Can our organization use the course in its own LMS?
Yes. A SCORM version is available for organizational deployment. CircleUp® can discuss your LMS, learner volume, assignment approach, completion tracking, and rollout needs.
Do learners receive a certificate?
Yes. Learners who satisfy the course completion requirements receive completion documentation. Organizations using their own LMS can also track completion within their system depending on configuration.
Can CircleUp® customize the training for our organization?
Organizational deployments can include discussions about custom introductions, employer policy and reporting contacts, internal resources, branding, selected examples, and other scoped modifications while preserving required course content and learning objectives.
Supervisors set the tone. Give them a better way to act.
Enroll in the 2-hour self-paced course or talk with CircleUp® about SCORM, bulk seats, live delivery, and organizational customization.
If you have any questions, you are always welcome to contact us. We'll get back to you as soon as possible, within 24 hours on weekdays.
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