California Sexual Harassment, Bullying & Gender Training

California Sexual Harassment, Bullying & Gender Training

Which employers in California are required to provide training?
State law requires California companies with 50 or more employees to provide two hours of interactive harassment prevention training to all managers and supervisors in California — within six months of hire or promotion, and every two years thereafter. A new California law goes into 2019, regarding expanding training to all employees, along with past bullying & Gender requirements. This makes Ca. the most stringent state in the union, with regard to Harassment & Gender issues.

Who must be trained in sexual harassment prevention in California? What constitutes a “manager”?

All supervisors and employees with “Managerial Authority.” Employees with authority to hire, fire, assign, transfer, discipline, or reward other employees.
When and how often must training be provided?
Managers must receive two hours of training every two years. New managers must receive training within six months of assuming their supervisor position and the training should be a minimum of two hours.
What topics must be included in the training?
High-Quality Sexual Harassment Training mandated by California’s AB 1825, AB 2056, SB 396, must be conducted via classroom or other effective interactive training to include the following topics:
  • 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, bullying & gender abuse
  • Understanding the types of conduct that can be sexual harassment
  • The remedies are available for victims of these abusive areas.
  • Strategies to help in the prevention of workplace issues
  • Manager’s role in prevention & channeling issues to HR
  • Understanding why these issues have limited confidentiality in the complaint process
  • HR & managers role in the victim’s complaint process.
  • The role of prevention and “Zero Tolerance ” for workplace abusive conduct.
  • The elements of an effective anti-harassment policy and how to use it;
  • “Abusive conduct” under Government Code section 12950.1, subdivision (g)(2).

Harassment Training Requirements:

The Ca. regulations require employees to interact in the following way:
  • Practical and hypothetical scenarios about Harassment, Bullying & Gender issues, creating a Q and A or round table discussion method, so all employees are engaged in the training, and benefit in a practical way.
  • Skill-building activities and role-playing that assess the manager’s & owners, application and understanding of content learning and how it relates to creating a quality workplace environment.
  • Questions that verify the learning content of seminar material
Ca Sexual Harassment Management Certification Training explain how harassment may cover more than discrimination issues:

Training should extend beyond “Sexual Harassment” and address other types of unlawful discrimination and bullying prevention training. Thus, Practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation” must be included in the curriculum.

These Categories include:
  • Race, Color, National Origin, Ancestry;
  • Physical disability; Mental disability; Medical condition;
  • Marital status; Sex; Age and Sexual orientation
  • Religious Creed.
  • Workplace Diversity

 Qualifications of Ca. sexual harassment training providers must include:

There are three categories of qualified trainers: Human resource professionals or harassment prevention consultants with at least two years of practical experience in:
  1. Designing or conducting training on discrimination, retaliation, and sexual harassment prevention;
  2. Responding to sexual harassment or other discrimination complaints;
  3. Investigating sexual harassment complaints; or
  4. Advising employers or employees about discrimination, retaliation, and sexual harassment prevention;
  5. 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;
  6. 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.

If your company needs sexual harassment or harassment training in California, click here to see Employee Harassment Training’s California trainers.

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