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California Harassment Training Requirements

By January 1, 2021, an employer having five or more employees shall provide at least two hours of effective interactive training and education regarding sexual harassment to all supervisory employees and at least one hour of effective interactive training and education regarding sexual harassment to all nonsupervisory employees in California within six months of their assumption of a position. This training must be provided once every two years.

Which organizations need to provide training?

All  employers having five or more employees shall provide effective interactive training and education regarding sexual harassment to all supervisory and nonsupervisory employees.

Who needs to be trained?

All employees and supervisory employees need to be trained within 6 months of hire or assumption of supervisory role. Temporary workers must be trained within 30 days of initial hire or within 100 hours worked, whichever comes first. All employees must be trained by January 1st, 2021.

How frequently do employees need to be trained?

All employees must be trained once every two years.

When must employees be trained?

All employees and supervisory employees need to be trained within 6 months of hire or assumption of supervisory role. Temporary workers must be trained within 30 days of initial hire or within 100 hours worked, whichever comes first. All employees must be trained by January 1st, 2021.

What are the minimum training requirements that need to be provided?

All employees must be provided with classroom or other effective interactive training and education regarding sexual harassment and the prevention and correction of sexual harassment and remedies available to victims of sexual harassment.

Any training must explain:

  • The definition of sexual harassment under the Fair Employment and Housing Act and Title VII of the federal Civil Rights Act of 1964;

  • The statutes and case-law prohibiting and preventing sexual harassment;

  • The types of conduct that can be sexual harassment;

  • The remedies available for victims of sexual harassment;

  • Strategies to prevent sexual harassment;

  • Supervisors’ obligation to report harassment;

  • Practical examples of harassment;

  • The limited confidentiality of the complaint process;

  • Resources for victims of sexual harassment, including to whom they should report it;

  • How employers must correct harassing behavior;

  • What to do if a supervisor is personally accused of harassment;

  • The elements of an effective anti-harassment policy and how to use it;

  • “Abusive conduct” under Government Code section 12950.1, subdivision (g)(2).

  • Discuss harassment based on gender identity, gender expression, and sexual orientation, which shall include practical examples inclusive of harassment based on gender identity, gender expression, and sexual orientation.

Finally, any training must include questions that assess learning, skill-building activities to assess understanding and application of content, and hypothetical scenarios about harassment with discussion questions.

EasyLlama’s online sexual harassment training courses for California covers the required content and more. Our training also covers not just sexual harassment, but other forms of harassment, discrimination, and retaliation.

For more information visit https://www.dfeh.ca.gov/  

Rocks Llama