Note: Highlighted words or sections indicate new or updated material from the last version of this guidance. Sexual harassment awareness has expanded from high-profile incidents in politics, sports, and the music industry to the employment sphere and the workplace. The magnitude of sexual misconduct in the workplace and the importance of this issue is clearly reflected in social movements such as the Me Too movement.
California Governor Gavin Newsom has signed emergency legislation extending to January 1, - the deadline for complying with some aspects of the anti-harassment training requirements adopted last year. The change gives employers another year before they must begin training non-supervisory employees except for short-term employeesand smaller employers another year before they have to begin training their supervisors. Last year, the law was amended to extend the training requirement in three main ways:.
Sexual harassment in the workplace has become a serious area of concern. Your liability as an employer may be extended to acts committed by supervisors and rank-and-file employees. Therefore, it is essential that you understand what constitutes sexual harassment, under both California and federal law, and take steps to prevent or stop it.
She was born and raised in Stockton California and graduated from the University of the Pacific with a B. Lorena is a Chicana, who loves to be with family and friends and loves going to the beach. The opinions, findings and conclusions on this site are those of the authors and do not necessarily represent the official views of CALCASA members or funding agencies. Advocacy Campuses Prevention Public Policy.
At the height of the MeToo movement, California lawmakers enacted a requirement that all employers with five or more employees would need to provide sexual harassment prevention training to all employees by January 1, However, in response to outcry from the business community, Governor Newsom signed into effect a law this past Friday extending the deadline for employers to provide the newly required sexual harassment prevention training to January 1, What do California employers need to know about this one-year reprieve?
Seyfarth Synopsis: California employers racing to ensure all their employees receive mandatory harassment training by the end of the year can now take their foot off the gas. In response to an outcry from employer groups regarding the challenge of compliance at breakneck speed, the Legislature and Governor Newsom have extended the new training deadline …. Seyfarth Synopsis: A new set of proposed regulations requires all janitorial employees and their supervisors to receive two hours of in-person, interactive sexual harassment training every two years.
As the mid-point of the year approaches, employers should review their sexual harassment training obligations and ensure compliance, especially with the new law requiring sexual harassment prevention training for all employees by January 1, for employers with five or more employees. Existing law already requires employers in California with 50 or more workers to provide at least two hours of sexual harassment prevention training to all supervisors. The regulations regarding the training are becoming more and more detailed.
SB amends Section Previously, employers with 50 or more employees were required to provide sexual harassment training to supervisors every two years. That requirement remains in place, and large employers must continue to train supervisors on the two-year cycle.
California state law requires employers with at least five employees to provide sexual harassment training every two years for all employees located in California. SinceCalifornia law AB has required employers with 50 or more employees to provide sexual harassment training for supervisors in California. Senate Billwhich was signed into law on September 30,expanded the requirement to require employers with at least five employees to train all employees.
State regulations define sexual harassment as unwanted sexual advances, or visual, verbal or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of prohibited behavior:.