California Sexual Harassment Training
The law effective January 2019 Gov. Code 12950.1 (Amended by SB 1343) states clearly that all employers of 5 or more employees are mandated to provide 1 hour of sexual harassment and abusive conduct prevention training to non-managerial employees and 2 hours of sexual harassment and abusive conduct prevention training to managerial employees once every two years.
The existing law also requires that the training to include practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, retaliation, and harassment based on gender identity, gender expression, and sexual orientation and to be provided by trainers or educators with knowledge and expertise in those areas. To that effect, we have created unique training programs that involve professional actors to deliver effective training using humor and an engaging syllabus.
It is also important to note that under the DFEH’s regulations, the definition of “employee” includes full-time, part-time, and temporary employees. Both managerial and non-managerial employees must receive training by January 1, 2020. After January 1, 2020, employees must be retrained once every two years. That means that all employees statewide must be retrained by January 1, 2022.
Our Sexual Harassment Training
If you have a business in California, it is vitally important that your managers and employees receive excellent and effective training because Sexual Harassment is a moving target. The standards have changed on what is acceptable, and we want your teams and workers to understand those changes. There are many cases of sexual harassment where the harasser did not know or appreciate that his/her behavior was truly harassment, so we inform them in a way that they will understand and meet the new standards. It should be the goal of any training, and it is ours.
Abusive Behavior and Bullying
An important component of today’s teachings on harassment prevention is the behaviors of bullying and what is considered abusive behavior. Much like sexual harassment, the standards have changed and what may have been accepted (not necessarily acceptable) behavior in the past is no longer accepted. our training uses specific common examples to illustrate what constitutes bullying in the workplace.
Gender Identification and Sexual Orientation
An important new component to any training on anti-harassment is helping workers understand the rights of individuals with a different sexual orientation or who identify as a different sex than their assigned gender at birth. Our training takes the approach that this new area is one of great misunderstanding and should be explained in a compassionate and caring way. Changes in society sometimes predate changes in attitudes, and it is with this understanding that we approach the subject of sexual orientation and gender identity
Enroll your organization today and motivate your teams, create a positive work environment and comply with the law.