Whether you are an employer or a nonsupervisory employee, there are certain requirements you must meet to be eligible to receive California sexual harassment training. Some of these requirements include paid time, interactive courses, and retraining.
Requirements for employers
Among the requirements for employers in California is the need to provide sexual harassment training to employees. Whether you are a new business or a long-standing corporation, you must provide training to your employees within six months of hiring.
The state law requires that all employees receive one hour of instruction on sexual harassment. You must also ensure that your supervisors have taken the necessary courses. If you are not able to train your employees, you may need to hire a third-party provider.
The training must be provided by a qualified trainer. The trainer must have two years of relevant experience. The training must be interactive. The course must include skills-building activities, hypothetical scenarios, and discussion questions.
The goal of the training is to change workplace behaviors that contribute to harassment. It should include information on preventing abusive conduct, as well as practical examples of harassment based on gender identity. Click the link: https://shr.ucsc.edu//abusive-conduct-and-bullying-in-the-workplace for more information about abusive conduct.
The training should take place within 100 hours of work, and you must provide a copy of the materials to each employee. These materials are important to have available so that they can be consulted whenever necessary to help ensure that all guidelines are clear. This can prevent future misunderstandings.
The courses can be conducted in a group presentation or individually. It can be provided in shorter segments. It should be a customized program for your specific workplace. The courses must be updated annually.
Requirements for nonsupervisory employees
Despite the sweeping changes made in California law regarding sexual harassment training, employers still need to follow a few important requirements. The goal of Cali harassment training is to educate employees on the negative effects of abusive conduct in the workplace and how to effectively respond to incidents of harassment. This has been proven to improve workplace morale.
Under California law, new and existing employees must receive sexual harassment training within six months of hire. Non-supervisory employees must also receive one hour of training every two years. In addition, employers must pay for the training.
Sexual discrimination education must include information on how to prevent abusive conduct, as well as practical examples of discrimination. In addition, it should include a discussion of policies and grievance procedures.
Sexual discrimination training can be conducted in a variety of ways, such as a group presentation, group project, or individual. All of these options must cover the required topics.
Moreover, employers are required to retain records for legal purposes for at least two years. This includes names of employees present, the provider, and the date the instruction was performed on. The records must be kept in detail.
Additionally, the Department of Fair Employment and Housing (DFEH) is required to make available online sexual discrimination prevention educational courses. These online courses are designed for both supervisors and non-supervisors.
Employers should schedule the instruction during paid work hours, as this avoids the cost of paying overtime wages. It may also be necessary to retrain employees who were previously trained at another employer.
For non-managerial employees, the instruction must be completed by January 1, 2020. For temporary and seasonal employees, the instruction must be completed within 30 days of hire.
The California Clean-up Bill aims to reduce the prevalence of sexual discrimination in the workplace. It requires employers to provide one hour of discrimination prevention education to all temporary and seasonal employees. The law applies to employers with five or more employees.
Requirements for interactive educational
Several California sexual harassment laws require employers to provide interactive sexual harassment prevention education.
The Time’s Up Act, for instance, requires that interactive educational materials be offered to employees on a regular basis. You can read more about this law by clicking the link. These requirements may be overwhelming for employers, but there are a few steps that can help ensure compliance.
In addition to providing a course for employees, the employer must also train supervisors on their responsibilities to prevent sexual harassment. Ideally, the courses should cover federal, state, and local laws. The educational materials should explain the legal prohibition against retaliation, as well as remedies for targets and victims.
Interactive educational material can be delivered in a classroom setting, by telephone, or online. It can also include a live question-and-answer session. It is important that the instruction is led by a qualified trainer. However, a trainer does not need to be a trained attorney. He or she can be a human resource professional or someone who has attended a certified sexual harassment educational program.