California Harassment laws

October 29, 2019 / Sexual Harassment Training

California Harassment laws . . . . .

( AB 1825, AB 2053, SB 396 & SB 1343 )

Besides the title of management professional, today’s corporate manager in California, has many responsibilities, in preventing harassment/bullying/gender and discrimination in the workplace.

All companies have a moral & legal responsibility to maintain a working environment free from harassment and discrimination. California is certainly on the cutting edge of “zero tolerance” in workplace harassment issues, creating & implementing, AB 1825, AB 2053, SB 396 & upcoming SB 1343.

It is crucial that both employees and managers are trained specifically on the relevant policies, of both state & fed laws, while understanding the process of implementation. MVP training lays out in specific detail what your company will need to do, to prevent problems & stay out of court.
In addition, to knowing and implementing your companies policies, it is the managers or supervisors legal obligation to report any conduct that specifically violates the law California, Federal laws or company policy, as described in company handbook.– whether the issue is valid, or suspected, managers & supervisors need to be trained on how to react accordingly, upholding the “zero-tolerance” workplace philosophy.

A workplace environment that provides a quality diverse environment, while providing the goal of “zero tolerance” in the Sexual Harassment areas, will not only eliminate legal issues, but will create greater workplace production. Employee’s understand that issues of race, ethnicity, religion culture and, gender issues, are quality assets in not only greater happiness at work, but also at home.

What topics need to be included in the California state laws:

Sexual Harassment Training mandated by California’s AB 1825 the first required Training course of it’s kind, must be conducted via classroom or on-line interactive training that includes the following areas:

Understanding the Fair Employment and Housing Act and Title VII of the federal Civil Rights Act of 1964;
The types of conduct that can be sexual harassment; Provide practical example…….
Quid Pro Quo
Strategies to prevent sexual harassment;
Manager’s obligation to report harassment, and understanding the role of HR in the investigative process.
Practical examples of harassment, i.e. Impact vs. Intent, Off color jokes, bullying, touching, Cyber issues, etc.
Understanding the limited confidentiality of the complaint process, & why this occurs.
How employers must correct harassing behavior, practical examples.
What to do if the supervisor/manager is accused of Harassment issues.
Understanding the “Zero Tolerance ” approach that companies need to provide & understand.
“Abusive conduct” under Government Code section 12950.1, subdivision (g)(2).

Roll-Playing Requirements:

The state law requires participants to engage in the following areas including:

Various hypothetical scenarios depicting specific areas outside the boundaries of ” Zero Tolerance”, providing instructor lead discussion so that managers understand in very practical workplace examples what is improper.
Team-Building and Communication activities that highlight role playing & lead to understanding specific situations & issues.
Q and A along with Pre-test & Post-test that assess each participant’s knowledge level.

We highly recommend that the required training format goes above & beyond “Sexual Harassment” and provides examples & knowledge of unlawful discrimination, and bullying , & gender issues, all associated with Sexual Harassment, but unique.

Categories include:

- Race, National origin, Ancestry
- Physical disability & Mental disability
- Marital status; Age and Sexual orientation
- Gender
- Discrimination & workplace diversity training is highly recommended
- We highly recommend our Harassment courses be supplemented with both Communication & Team-Building courses, which are integral in the workplace.