California’s sexual harassment training law, AB 1825, is one of the first laws of its kind to detail the requirements for effective harassment prevention compliance training. The basic provision of AB 1825 is that employers must provide two hours of sexual harassment training to each supervisory employee, every two years.
AB 1825 applies to businesses that regularly employ 50 or more employees. In addition, new employees must be trained within six months of the assumption of a supervisory position and then every two years. The sexual harassment training, mandated by California’s AB 1825, must be, conducted via classroom or other interactive training and must include: information and practical guidance regarding federal and state statutory laws about sexual harassment, information about how to correct sexual harassment, and practical examples for instructing supervisors on the prevention of harassment, discrimination, and retaliation.
California employers have many training options available. A comprehensive training package designed to meet all the employer requirements under AB 1825 is the optimal choice. By choosing to purchase a complete training program that includes all aspects of the training requirements, employers can utilize classroom training for a roomful of supervisors as well as individual supervisor training using a computer.
Classroom training generally includes an educational video containing fast-paced vignettes and concise commentary from leading experts. The sexual harassment training includes frequent discussion breaks, encouraging conversation among the participants. Online sexual harassment training enables supervisors to train at their own pace on a computer using the individual version of the program, which would include interactive quizzes designed to meet an organization’s training requirements.
California has often led the charge when it comes to passing laws that address the responsibilities which employers have to their employees. That trend continued with the enactment of AB 1825. It is important to note however, that AB 1825 expressly states that it sets “a minimum threshold and should not discourage or relieve any employer from providing for longer, more frequent, or more elaborate training and education regarding workplace harassment or other forms of unlawful discrimination in order to meet its obligations to take all reasonable steps necessary to prevent and correct harassment and discrimination.” Employers are also required to post state and federal posters containing information about sexual harassment and to provide employees with the required sexual harassment pamphlet. Finally, employers should consider expanding their training programs on laws covering other types of discrimination, such as age, race, gender, national origin, sexual orientation, religion and disability.
