Whether you work in California or not, you should know that all employers that have five or more employees are required to have all of their employees complete sexual harassment training.

The law states that all staff members that are supervisors, managers, nonsupervisory employees, and educators must be knowledgeable in the laws regarding harassment. The law also requires all employees to be trained in how to identify and report sexual harassment.

Mandatory training for supervisory employees

AB 1825, aka the California Fair Employment and Housing Act, is a new law in California that greatly expands sexual harassment educational requirements. As of January 1, 2020, employers with 50 or more employees must provide at least one hour of sexual harassment prevention courses to all supervisory and nonsupervisory employees.  You can read more here about these standards. Those employees must receive the instruction within six months of hire or promotion and at least every two years thereafter.

For employees who have taken compliant educational courses within the last two years, they will not have to retake the courses. However, employers are required to retain evidence of completed coursework on their employee records for two years.

This new law also includes a requirement for periodic supplemental courses for supervisors and all other employees. In addition to the two-hour sexual harassment education, supervisors must also complete a two-hour anti-harassment course. This education must include a component on harassment based on gender identity, orientation, and expression. It should also encourage effective responses to harassment.

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Mandatory training for nonsupervisory employees

Whether you have employees in the state of California or not, you must be aware of the latest laws regarding sexual harassment. The #MeToo movement has reignited the issue of harassment in the workplace, and Governor Jerry Brown recently signed a new law that requires sexual harassment procedures for all employees.

This must include information about the law and how to avoid discrimination. It may be provided individually or as part of a group presentation. It should also include practical examples of discrimination and how to prevent it.

The Department of Fair Employment and Housing has developed two online courses. The course for supervisors must be two hours, and must be available in several languages. The course for nonsupervisory staff must be one hour. The DFEH will also require employers to keep records of the courses for two years.

Mandatory training for trainers with these qualifications

Previously, California employers were only required to provide sexual discrimination training to their employees. But now, under a new law called SB 1343, employers must also provide their supervisors with mandatory training.

While sexual discrimination training is not a silver bullet, it can be combined with other methods to create a successful program. It must also include a variety of topics, including legal definitions and definitions of sexual discrimination, responsibilities of supervisors, resources for survivors, and strategies for preventing discrimination.

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Finally, while the requirements for the California transgender rights poster are relatively simple, it is a good idea to discuss the information several times over the course of the year. Click the link: https://transgenderlawcenter.org/resources/know-your-rights/faq-the-gender-nondiscrimination-act for more information about transgender rights under the law.

Mandatory training for employers with five or more employees

Currently, California SB 1343 requires employers with five or more staff members to provide sexual discrimination training to all non-supervisory staff members every two years. This legislation was enacted last year, and is a more ambitious approach to addressing workplace discrimination than the previous law, AB 1825.

The new law also requires that employers update their employee manuals to include new anti-discrimination policies. If an employer is not in compliance with the law, the California Department of Fair Employment and Housing has the right to seek court orders to compel the employer to comply. Unless the DFEH succeeds in seeking a court order, a failure to meet the training requirement will not result in penalties.

The new law also allows for employers to develop their own training modules, but the DFEH must make certain that the training meets certain standards. These include a component that addresses discrimination based on gender expression and sexual orientation.

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Unlike previous California law, the SB 1343 amendments also require that all staff members receive training by January 1, 2020. Click here for more information about this law. However, this deadline was delayed to 2021. The law also permits employers to choose a distribution method for the training. They may send workers to live informational sessions, send them to an online course, or choose a combination of the two.

In addition, the DFEH has created an online resource center for sexual discrimination information. The website contains answers to many frequently asked questions. The website also provides links to other resources, such as the Washington State Human Rights Commission. It also includes contact information for local advocacy groups.

 

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