Whether you work in California or elsewhere, there are some key things you need to know about sexual harassment training. This includes the company’s liability and the required materials for supervisors and all employees.
Liability of sexual harassment training
Taking advantage of sexual harassment training is an important precaution to minimize the risk of legal action. The law requires employers in California to provide sexual harassment training to their employees. Click here for more information about sexual harassment. However, the law does not allow employers to use it as a defense to a sexual harassment claim.
There are several reasons why it is important to take advantage of sexual harassment courses. First, it can help to reduce the risk of legal action, and second, it can improve morale. This harassment is a violation of the law, and it has the potential to make working relationships unpleasant and unproductive.
Employers should also provide training to supervisors. This is important because supervisors can be the cause of harassment, or they may seem to be. The law provides that supervisors must receive harassment training within six months of being appointed to a supervisory position.
The training must include strategies to prevent harassment in the workplace, and it must also include remedies for those who have been harmed by unlawful behavior. The law also encourages employers to provide bystander intervention courses, which is for employees who cannot intervene.
The Supreme Court has made clear that supervisors can be held liable for incidents of harassment. However, the court has also held that it is not a necessary step to reduce liability. Click the link: https://www.eeoc.gov/federal-sector/federal-highlights-0 for more information about relevant Supreme Court rulings.
The law requires that employers provide an anti-harassment policy to all new hires within six months of their hire. It also requires that they review policies and procedures to ensure that they are current.
The law also provides that supervisors must receive two hours of \ harassment prevention training every two years. This training is meant to be interactive, so employees can ask questions. It also includes information about the negative effects of abusive conduct. It also includes an in-house compliance team.
The law also requires that employers train new supervisors within six months of hiring. Those who have taken compliant courses within the past two years do not have to re-take the courses.
The law also provides that employers should use the “avoidable consequences” doctrine to minimize their liability. This is the law’s way of rewarding employers that take reasonable steps to prevent misconduct.
Required training for all employees
Currently, California employers are required to train employees on the topic of sexual discrimination. This training can be conducted in person, online, or as part of a group presentation. The training should cover the different types of discrimination and the legal remedies available when discrimination is observed. It should also encourage employees to take action when they notice problematic behaviors.
The law also requires employers to provide employees with an anti-discrimination policy. These policies should be distributed within six months of hire. Employers must also ensure that supervisors receive training as well.
Sexual discrimination prevention training is required for both temporary and permanent employees. These employees should receive relevant materials within 30 days of hire. It should be customized to fit the size of the workplace. It should also include practical examples of discrimination and retaliation.
If an employer does not provide mandatory materials for all employees, it is subject to a court order to compel it to do so. The DFEH has made it easier for employers to comply with the law by offering online education sessions.
The Department has also created an informational discrimination poster that can be made available in various languages. It is also required that the poster be prominently displayed.
California Senate Bill 1343 (SB 1343) requires that employers with five or more employees provide two hours of sexual discrimination education for their managers and non-supervisory employees every two years. Furthermore, California’s law specifies that the education must be conducted by an employee with specific knowledge of discrimination. It should also include a discussion of discrimination based on gender identity, orientation, and sexual relations.
Mandatory education for supervisors
AB 1825 requires employers to provide sexual discrimination education for supervisors in California. The law states that employers with at least two employees must provide two hours of sexual discrimination education for supervisors within six months of hire.
Employers with more than three employees must provide two hours of sexual discrimination education every two years.
Non-supervisory employees must receive one hour of education. The education must be administered by a qualified trainer. Generally, a trainer is a human resources professional or attorney with at least two years of experience in discrimination prevention education.
