Sexual Harassment Training for Company
Sexual harassment training including information and practical guidance about all federal and state sexual harassment laws.
One of the more significant pieces of California legislation that went
into effect on January 1, 2005, was AB 1825. This law requires
employers with 50 or more employees to provide two hours of sexual
harassment training and education to all supervisory employees by the
end of 2005. It also mandates that these employees will receive sexual
harassment training and education once every two years after January 1,
2006.
It is important to note that temporary employees, independent
contractors and workers outside of the state of California are not
excluded in the 50-employee tally. Be sure you count every employee
before you decide this legislation doesn’t apply to your company.
Scope of the training:
Your company’s sexual harassment training should include “information
and practical guidance” about all federal and state sexual harassment
laws. The information provided should include:
· Prevention of harassment
· Correction of harassment
· Remedies available to victims
· Practical examples aimed at prevention of harassment, discrimination and retaliation
In addition, the law mandates that “trainers or educators with
knowledge and expertise in the prevention of harassment, discrimination
and retaliation” should provide the training. In other words, you’ll
need someone with legitimate credentials to administer the training.
Other considerations
· Because the law includes language like “interactive,” most experts
warn that merely turning on a training video will not bring an employer
into compliance. Instead, there must be some interaction between the
presenter and those who are being trained, such as a question and
answer session, or some role-playing. Interactive Internet training
should also be acceptable.
· Keep a record of compliance, including documentation that all
supervisors (or anyone who performs supervisory functions)
participated. A “roll” that includes the signatures of the participants
is one option. For Internet training, require a signed receipt.
· Develop a means to monitor future compliance and ensure that new
supervisors are trained within six months of hire/promotion (and every
two years thereafter).
· Update all of your current policies, employee handbooks, or other
procedures to be sure they refer to the training as an expectation.
· Make sure that all executives are aware of the requirement.For assistance in this area contact AmCheck at 888-AMCHECK.
Source: “New California Law Mandates Anti-Harassment Prevention
Training for Supervisors.” Jackson Lewis law firm. October 1, 2004.
http://www.jacksonlewis.com/legalupdates/article.cfm?aid=639
