Become a Training Provider

Becoming an EHT Training provider

EHT requires the following requirements:

Human resource professionals, or harassment prevention consultants with at least two years of practical experience in:

High-Quality Sexual Harassment Training mandated by California’s AB 1825 must be conducted via classroom or other effective interactive training to include the following topics:

  • Designing or conducting training on discrimination, retaliation, and sexual harassment prevention;
  • Responding to sexual harassment or other discrimination complaints;
  • Investigating sexual harassment complaints; or
  • Advising employers or employees about discrimination, retaliation, and sexual harassment prevention;
  • Attorneys who have been members of the bar of any state for at least two years and whose practice includes employment law under the Fair Employment and Housing Act or Title VII of the federal Civil Rights Act of 1964;
  • Law school, college, or university instructors with a post-graduate degree or California teaching credential and either 20 hours of instruction about employment law under the Fair Employment and Housing Act or Title VII of the federal Civil Rights Act of 1964.

What topics must be included in the training?

High-Quality Sexual Harassment Training mandated by California’s AB 1825 must be conducted via classroom or other effective interactive training to include the following topics:

What Employees Will Cover In This intensive 1-2 hour Online Sexual harassment:

  • The definition of sexual harassment under the Fair Employment and Housing Act and Title VII of the federal Civil Rights Act of 1964.
  • The statutes and case law on prohibiting and preventing sexual harassment.
  • The types of conduct that can be sexual harassment.
  • The remedies available for victims of sexual harassment.
  • Strategies to prevent sexual harassment.
  • Supervisor,s obligation to report harassment.
  • Practical examples of harassment.
  • The limited confidentiality of the complaint process.
  • Resources for victims of sexual harassment, including to whom they should report it.
  • How employers must correct harassing behavior.
  • What to do if the supervisor is personally accused of harassment.
  • The elements of an effective anti-harassment policy and how to use it.
  • “Abusive conduct” under Government Code section 12950.1, subdivision (g)(2)

 

Interactive Training Requirements:

Examples of Interactive training:

  • Numerous hypothetical scenarios about harassment, each with one or more discussion questions so that supervisors remain measurably engaged in the training.
  • Skill-building activities and or role plays that assess the supervisor’s application and understanding of content learning and application and
  • Questions that assess learning application
  • Round Table discussions

Our training providers must be capable of discussing areas beyond Sexual Harassment,
such as:

  • Race, Color, National origin, Ancestry;
  • Physical disability; Mental disability; Medical condition;
  • Marital status; Sex; Age and Sexual orientation
  • Religious Creed.
  • Workplace Diversity Training Recommended
  • Communication/Team-Building

Contact Us


Do you have questions about how employee harassment training can help your company?

Fill out the form below, or call us between 8:00am and 5:00pm PT Monday to Friday at (707) 282-9193 — we would be delighted to speak with you.

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