California has some of the most comprehensive workplace harassment training requirements in the nation, designed to create safe and respectful environments for employees. For employers, understanding and complying with these regulations is critical to avoiding legal penalties and fostering a positive workplace culture. This guide provides an overview of California’s harassment training requirements and what steps employers must take to remain compliant.
Overview of California Harassment Training Laws
SB 1343: Who Must Comply?
California law requires employers with 5 or more employees to provide harassment prevention training. This includes full-time, part-time, and temporary workers. The law applies to all industries and organizations operating within the state.
Training Requirements
- Supervisors: Must complete 2 hours of sexual harassment prevention training every 2 years.
- Non-Supervisory Employees: Must complete 1 hour of training every 2 years.
New Hires and Promotions
- New employees must complete training within 6 months of being hired.
- Employees promoted to supervisory positions must complete training within 6 months of the promotion.
What Should Harassment Training Cover?
California’s training requirements mandate that courses include specific topics to educate employees on harassment prevention and response. Training programs must cover:
1. Definition and Examples of Harassment
- Sexual harassment (quid pro quo and hostile work environment).
- Harassment based on race, gender, age, disability, and other protected characteristics.
2. Legal Responsibilities
- Employer and employee responsibilities under California’s Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act.
3. Reporting Procedures
- How employees can report harassment.
- Protections against retaliation for filing complaints.
4. Bystander Intervention
- How employees can intervene safely to prevent harassment.
5. Preventative Measures
- Strategies to create a respectful and inclusive workplace.
Delivery Methods for Training
In-Person Training
- Employers can host live training sessions conducted by certified instructors.
Online Training
- Online courses must be interactive and include quizzes or scenarios to test comprehension.
Custom Programs
- Employers can tailor training to their specific workplace policies and industry needs, as long as it meets state requirements.
Recordkeeping Requirements
Employers must document all completed training sessions. Records should include:
- Dates of training.
- Names of attendees.
- Copies of training materials.
Retention: Training records must be kept for at least 2 years as proof of compliance.
Penalties for Non-Compliance
Failure to comply with California’s harassment training requirements can result in:
- Fines and penalties from the Department of Fair Employment and Housing (DFEH).
- Increased risk of workplace harassment claims.
- Reputational damage and decreased employee morale.
Best Practices for Employers
- Schedule Training Regularly: Use a calendar system to track when training is due for each employee.
- Use Certified Providers: Partner with vendors that meet California’s training standards.
- Reinforce Training: Incorporate anti-harassment policies into daily operations and workplace culture.
- Audit Compliance: Regularly review your records and processes to ensure ongoing compliance.
How California Labor Solutions Can Help
Navigating California’s harassment training requirements can be overwhelming, but California Labor Solutions is here to help. We offer:
- Customized Training Programs: Tailored to your workplace’s unique needs.
- Expert Guidance: Ensure compliance with California laws and industry best practices.
- Comprehensive Documentation: We provide detailed records to keep your business audit-ready.
Contact California Labor Solutions today to learn more about our training services and how we can help you maintain a compliant, respectful workplace.
By staying compliant with harassment training requirements, California employers can protect their businesses, foster a positive work environment, and demonstrate a commitment to workplace equity and safety.