Training must come from a qualified trainer, be “interactive” and include topics such as: * An employer`s or employee`s use of Arrow Up training resources does not establish an attorney-client relationship with DWT, is not a confidential communication between the attorney and the client, and does not constitute legal advice. This training platform is not intended and should not be used as a substitute for specific legal advice. Employers should consult a lawyer for any legal issues they have, especially as local and state laws may vary. According to a sponsorship agreement, DWT is associated with this training platform and has a financial interest in it. Advertising for lawyers. Question: Should a New York-based supervisor who leads employees in California take the training in California or New York? California Harassment Act sb 1343 requires employers with five or more employees to provide at least one hour of sexual harassment training to non-supervisors every two years, in addition to employers providing two hours of supervisory training every two years. Find out what you need to know about California harassment prevention training requirements – read our free California Harassment Prevention Extended Training FAQ. A qualified person is a person designated by the employer; and has demonstrated, on the basis of education, experience or instruction, the ability to perform all assigned tasks safely; &, if necessary, is duly authorized in accordance with federal, state or local laws and regulations. CA Harassment Prevention Training – Employee Version California companies with five (5) or more employees are required to provide one hour of sexual harassment prevention training to all non-supervisory employees within six months of being hired and every two years thereafter. Seasonal and temporary workers must be trained in an even shorter period of time. The Sexual Harassment Act covers the actions of superiors, employees, customers and suppliers. Depending on the actions or inaction of you and your employees, you may be held liable.

Answer: Technically, one-hour remedial training that meets all the necessary supervision requirements would be sufficient if the supervisor has already received the one-hour non-supervisory training. However, you need to confirm that the remedial training meets all state requirements, as the supervision training of many providers spans two hours, with the required supervision content spread over the entire two-hour course. It`s not a one-size-fits-all training requirement, Woods said, citing the mandate to hold training every two years. Employers who completed initial training in 2019 will have to offer another cycle in 2021 before the two-year expiry. Woods said he contacted customers to make sure they remembered it. Question: Is parser intervention training required in California (as well as New York)? “All the trainings have become largely virtual,” Groff said. “For the most part, we shouldn`t gather in large groups.” She offers interactive live webinar training similar to her personal sessions. Some companies have switched to interactive computer modules, she said, noting that the webinar format has worked well. White Paper: Frequently Asked Questions on Harassment Prevention Training » This white paper provides answers to the most frequently asked questions about the changes to mandatory sexual harassment prevention training that came into effect on January 1, 2019.

As an employer, you can be held accountable for the actions of your superiors and employees. To prevent or stop sexual harassment, you need to understand what sexual harassment is, as well as other forms of harassment as defined by California and federal law. In this video segment, Matthew Jedreski explores new New York and California requirement that all employees receive anti-harassment training, and describes the details, timelines, and training resources for Arrow Up. Learn more by reading the article below. 92 percent of California`s workforce — about 15.5 million workers — must receive sexual harassment training every two years. It can be difficult for HR and compliance professionals to navigate the new government mandates. “Right now, all employers should have completed their first round of training,” said Christopher Olmsted, an attorney at Ogletree Deakins in San Diego. Given the publicity surrounding the law, he added, “I think most companies have figured it out.” The adoption of SB 1343 expands training requirement AB1825 to require all employers with five or more employees to provide anti-harassment training to supervisors and non-supervisors. It also requires all non-supervisory employees to complete one hour of anti-harassment training. All employees must be trained within six months of being hired and every two years thereafter.

This session, which is aimed exclusively at HR professionals, will equip them with the necessary know-how to conduct training in their workplace. Materials for this session will be provided in English and Spanish. Important: Only those who fall under the eligible train-the-trainer categories can participate in this session. Answer: DFEH offers a toolkit for the prevention of sexual harassment and abusive behaviour, including examples of training on the prevention of sexual harassment and abusive behaviour. Employers can use the training in collaboration with an appropriate trainer to provide training on the prevention of sexual harassment and abusive behaviour. Ca Harassment Prevention Training – 2-Hour Supervisor Version » Sexual harassment prevention training is good for your business in two ways. It`s not just the law, but workplace harassment can hurt your employees` morale and your company`s productivity. Fisher Phillips AB 1825 training is interactive and hands-on, providing supervisors with essential management skills while discussing legally required harassment issues. The seminar will cover an explanation of protected categories, the requirements of SB 396, types of harassment and bullying, supervisor and company responsibilities, conducting an investigation and best practices.

Question: What happens if some employees do not complete the training even though an employer has made every effort to provide it and requires everyone to complete it? Question: If someone is promoted to a supervisor position and has recently completed the non-supervisory training, would it be recommended to ask them to complete another 2 hours of supervisory training or only one hour of remedial training? Answer: Good question. Since the manager is located in New York and there are nuances in the law in New York compared to california, the manager should receive the training from New York. However, you can consider that the manager also takes training in California whenever possible, as the employees they manage may have questions specific to California content, and the manager should be prepared to ask such questions. California employers must remain vigilant to meet the state`s expanded requirements for sexual harassment prevention, even if they met the recent deadline to complete initial training. Labour lawyers recommend keeping detailed records of training and participants in case the company needs to demonstrate compliance. In addition to the basic requirements, what are the most important points to consider? Question: Are we responsible for the training of temporary and seasonal workers? The California Government Code Section 12950.1 requires immediate and ongoing sexual harassment training for more than 1.7 million California supervisors. This law increases the training obligations of all employers, regardless of their place of residence, who have employees in the state of California, and extends their obligations beyond the training requirements discussed by the United States. The Supreme Court, the Equal Employment Opportunity Commission (“EEOC”) and other federal and state courts and legislative bodies. What criteria does AB 1825 require for the format and content of sexual harassment prevention training? Question: If an employee asks a question during training, how much time do we have to answer it with an answer? Woods recommended carefully keeping track of when each employee attended the training and having them certify that they had completed it. In this way, during an audit, there is no doubt about who attended the training or when they completed it.

Woods also suggested that employers should ensure that all online training complies with California`s anti-harassment laws and remains relevant and timely to meet new workplace realities such as mask requirements and the increase in remote meetings caused by the pandemic. Woods said he expects the content of the training to change over the next cycle to reflect the shift to remote work, though he doesn`t know that has happened yet.