Do California Employers Have to Provide Sexual Harassment Prevention Training?
At Ricardo Lopez Law, P.C., our sexual harassment attorneys in Long Beach, California know that beginning January 1, 2021, California Legislation mandated private sector employees with five or more employees — and all public sector employees, regardless of the number of employees — to provide sexual harassment and abusive conduct prevention training. Here is what employees need to know.
What are the California Employer Requirements for Sexual Harassment Training?
The Department of Fair Employment and Housing outlines the California law that requires all employers of five or more employees to provide sexual harassment training.
- Nonsupervisory employees must receive one hour of sexual harassment and abusive conduct prevention training.
- Supervise and managers must receive two hours of sexual harassment and abusive conduct prevention training.
While the prevention training time varies between employees and supervisors, both must complete the mandatory requirements every two years. Employers must also retain a record of all employees’ training for a minimum of two years.
What is Included in California’s Sexual Harassment & Abusive Conduct Training?
The law requires sexual harassment and abusive conduct prevention training to include practical examples of harassment based on gender identity, gender expression, and sexual orientation. California employers must also provide employees with a poster or fact sheet developed by the Department, or equivalent information, regarding sexual harassment.
What Can I Do If I Am Being Sexually Harassed at Work?
California employers must take all reasonable steps, including training, distributing and posting important educational information, and providing policies and procedures for reporting sexual harassment in the workplace. Employees who are being subjected to sexual harassment or abusive conduct in the workplace should record each incident, who was involved, and the time and place in which it occurred. If the employer has an existing policy for reporting abusive behavior, it should be followed closely. If the harassment does occur, organizations must take effective action to stop any further harassment and to correct any effects of the harassment going forward. If the harassment continues, or the employer ignores the employee’s report, the employee should contact an employment law attorney right away to discuss their legal rights and options to pursue their employer for a positive remedy. We can help.
Contact Our Skilled Sexual Harassment Attorneys in Long Beach Today for a Free Consultation
If your job performance has been negatively impacted by sexual harassment, contact our experienced Long Beach employment law attorneys today by calling 213-634-7979 to discuss your case during a free consultation. We can help you understand your legal rights and options to pursue the liable person or parties for their illegal workplace conduct. Call us now to learn more.