Sexual harassment has always been a source of concern for employees in the workplace, but at the start of 2019 California greatly expanded its harassment training and prevention requirements. The old mandate was that any company with a number of employers greatly than 50 was required to perform training – now the number has changed so that any business with 5 employees or more must comply with training obligations. Additionally, supervisors must receive two hours of additional sexual harassment training and general employees must receive half that amount. According to the new requirement, training must be performed within six month of hire or promotion and subsequently every two years after.

Liability for harassment suits has also changed in the State of California and federally – as an employer your liability may be extended to acts committed by both supervisors and general employees. Sexual  harassment training in California is not only a requirement but a necessary precaution taken to reduce risk of legal action. Employers must take the measures to perform workplace harassment prevention with the utmost importance not only as a means to improving workplace culture and morale, but as a first step to preventing legal risks associated with sexual harassment suits. California has some of the most progressively led state mandates regarding sexual harassment for private sector employees and very few states compare when it comes to the initiative taken to prevent workplace harassment.

Legal Precedent

On a federal level, Title VII of the Civil Rights Act of 1964 rules that sexual harassment is illegal in the workplace. In California, the California’s Fair Employment and Housing Act (FEHA) was passed as an additional measure to mitigate discrimination. In 2005, California’s AB 1825 changed requirements again and mandated that certain employers must perform mandatory action items and require sexual harassment training.

In 2015 on January 1st, amendment AB 2053 required all California employers that fell under the AB 1825 mandate to include a component that worked to prevent abusive conduct.

In 2016 on April 1st FEHA adapted regulations to clarify and expand potential employer actions, protections, and training requirements.

In 2018 on January 1st SB 396 worked to expand required training as it related to supervisors in order to curtail sexual harassment that included gender identity, gender expression, and sexual orientation.

SB 1343 ratified FEHA regulations once more to include businesses with five or more employees as opposed to the previous 25. Sexual harassment prevention training is now required to be administered to all workers by January 1st, 2020, and every two years afterwards. SB 778 extended the deadline to Jan. 1, 2021.

What Constitutes Sexual Harassment?

Sexual harassment is defined as any unwelcome sexual conduct include but not limited to physical and verbal action. The two have very different liability implications so it’s important to understand their differences. As mentioned, Title VII of the Civil Right Act of 1964 makes sexual harassment forbidden under federal law. The scope of federal law includes less stringent requirements than California, as California has passed legislation specific to its workplace environments. Under federal juridstiction a company that has employed more than 15 employees for each working day in 20 or more calendar weeks within the year is required to organize adequate training. On a state level, sexual harassment is illegal under the California Fair Employment and Housing Act and protections extend to applicants, employees, interns, professionals, and contractors. Record keeping is extremely important as the laws themselves are enforced by DFEH under the FEHA

Records that you should keep on hand are:

  • Date the training took place
  • Name and number of attendees
  • Names of trainers or the name of the provider
  • Types of training (assembly, webinar, etc…)
  • Sign-in sheet
  • A copy of all written materials used in training (handouts, exercises, quizzes, etc…)
  • Copies of recorded training materials (videos, webinars, etc…)
  • Copies of written questions received and any written responses or interactions during a webinar or e-learning
  • Copies of any certificates of completion handed out as a receipt of attendance

How Does Bridge Safety Differ?

We’re a little bit different than your cut and dry workforce training company – we prefer to engage directly with employees through common understanding and humor. Even though our training takes a less formal attitude, we still comply with state regulation while remaining entertaining and engaging. Our approach is to inform rather than warn, demonstrate rather than lecture, and engage attendees directly through question and answer in person or through e-learning. Find out more about our unique training HERE.

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Reviews & Testimonials

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Richard's training was once again fantastic! He really does an excellent job of keeping the group engaged throughout the training. I'm always amazed at how many compliments I get on the training after. In fact, our CEO joined the first training on Tuesday 9/15 just to compliment Richard on his presentation and how much he got out of it last year. Thank you again!


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Your training was the best we have ever had - on any topic! It's because the trainer kept people engaged and interested, and they learned much more than usual.

Jordyn S. Tibbals

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Thank You Richard for your amazing job! You make us laugh, learn and be proactive! Thank you again.

Lourdes Ortiz

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I have received many compliments about the sexual harassment training. The trainers were very entertaining and the employees appreciated that they provided the training in both English and Spanish. Your live training was a lot more enjoyable than virtual training.

Angie Cardenas

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Richard was excellent! He was engaging, informative and entertaining. Following the training multiple employees came to me to share their positive feedback. Many have completed SH training's at prior companies and have never had a better way of delivery. We will absolutely be using your team again for future training's.

Claire Davidson

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