What are the Sexual Harassment Training Requirements for Employers in California?

California has some of the most comprehensive workplace sexual harassment training requirements in the entire country. Under California law (Government Code section 12950.1), “an employer having five or more employees” is subject to sexual harassment training standards. Within this article, our Riverside County employment lawyer provides a guide to sexual harassment training requirements for employers in California.

 Sexual Harassment Training Requirements for Supervisory Employees 

For employers with five or more total employees, California’s mandate for sexual harassment training for supervisory employees is specific and stringent, reflecting the state’s commitment to a safe and respectful workplace. Here is a basic overview of what is mandated by law:

• Employers must provide at least two hours of sexual harassment training to all supervisory staff within six months of their promotion or hire; and
• Employers must ensure that supervisory employees receive additional training on sexual harassment every two years.

 Sexual Harassment Training Requirements for Non-Supervisory Employees 

For covered employers, California has also imposed workplace sexual harassment requirements for non-supervisory employees. For those who are not in a supervisory role, the training mandate is not quite as comprehensive. Here is what is required by law:

• Employers must provide at least one hour of sexual harassment training to all non-supervisory staff within six months of their hire; and
• Employers must ensure that non-supervisory employees receive additional training on sexual harassment every two years.

 Employers Should Retain Sexual Harassment Training Records 

California law mandates that employers maintain their sexual harassment training records. Along with other things, these training records should include the following details:

• The dates of training sessions;
• The content covered in the training;
• The names, titles, and affiliations of the trainers; and
• The names of the employees who attended.

Employers are required to keep these records for a minimum of two years. As a best practice, businesses and organizations in California may want to retain records for even longer. Additionally, the legal requirements may vary depending on the industry. Employers should check with their legal counsel if their specific industry has different legal requirements on workplace sexual harassment training.

 An Attorney Can Help Your Company Navigate Sexual Harassment Training Standards 

As an employer in California, it is your responsibility to prevent sexual harassment in the workplace proactively. Among other things, this includes meeting all workplace sexual harassment training requirements. Given the complexity and importance of complying with sexual harassment training rules in California, many employers can benefit from working with an attorney with experience in employment law. An attorney can help a company understand its specific obligations, develop appropriate training materials, and implement effective training programs. Beyond that, an employment lawyer for employers can help you put comprehensive procedures in place to prevent/address sexual harassment and reduce your liability risk.

 Consult With Our California Sexual Harassment Lawyer for Employers Today

At Sloat Law Group, our California employment attorney has extensive experience helping employers with sexual harassment training. If you have any questions about the legal requirements, please do not hesitate to contact us today for more information. We provide employment law services to employers in Riverside County and throughout California.

Source: 

leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=12950.1.