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Total Articles: 14

California Sexual Harassment Prevention Training Deadline Extended One Year

On August 30, 2019, California Governor Gavin Newsom signed Senate Bill (SB) 778 into law, thereby giving employers more time to comply with the state’s sexual harassment training requirement. In September 2018, former governor Jerry Brown signed SB 1343, requiring California employers with five or more employees to provide sexual harassment training to all supervisory and nonsupervisory employees by January 1, 2020. SB 778 amends Section 12950.1 of the Government Code such that employers now have until January 1, 2021, to comply with the sexual harassment training requirements.

Expanded California Sexual Harassment Training Requirements Delayed To 2021

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, 2020. 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, 2021. What do California employers need to know about this one-year reprieve?

California Pushes Back Start Date for Small Business Anti-Harassment Training Requirement

On August 30, 2019, California Governor Gavin Newsom signed Senate Bill 778, delaying mandatory anti-harassment training deadlines, and resolving confusion about retraining requirements for certain employees who already received training in 2018 or 2019.

California Governor Newsom Extends Employers’ Deadline to Comply with Anti-Harassment Training Requirements

On August 30, 2019, Governor Gavin Newsom signed Senate Bill (SB) 778, which amends Section 12950.1 of the California Government Code. SB 778 extends California employers’ obligation from January 1, 2020 to January 1, 2021, to comply with sexual harassment trainings as outlined under California Government Code section 12950.1.

#MeToo Training 2.0: California Promotes Bystander Intervention Training

Bruce Sarchet, of Littler’s Workplace Policy Institute, and Marissa Dragoo with the Littler Learning Group, take a look at a new type of workplace training – bystander intervention training – that is now encouraged for California employers. This optional training teaches employees how to evaluate and respond to problematic behaviors in the workplace, empowering them to interrupt difficult situations, such as sexual harassment.

What Does California's New Sexual Harassment Training Requirements Mean for Staffing Firms?

Last year, California enacted SB 1343,1 amending California’s Fair Employment and Housing Act (FEHA) to expand employers' sexual harassment training requirements. Previously, employers with 50 or more employees had to provide their supervisory personnel with two hours of sexual harassment prevention training every two years.

Time to Reset Your Anti-Harassment Training Schedule for Supervisory Employees in California

As California employers lay out their plans for compliance training in the coming year, the California Department of Fair Employment and Housing (DFEH) has clarified how to handle training supervisory employees who may have received AB 1825-compliant training sometime in 2018. The DFEH has taken the position that both supervisory and nonsupervisory employees who received sexual harassment prevention training in 2018 should receive it again in 2019.

We Have to Provide California Anti-Harassment Training Again?

Effective January 1, 2019, California SB 1343 greatly expanded Golden State employers' anti-harassment training requirements. The law not only extends coverage to employers with more than five employees, but it also mandates that employers provide anti-harassment training to all employees – not just supervisors – every two years. But what if an employer provided this training in 2018? Can the next training cycle wait until 2020? No, according to recent guidance from the California Department of Fair Employment and Housing (DFEH). In this podcast, Marissa Dragoo from the Littler Learning Group discusses potential SB 1343 compliance challenges with Littler Workplace Policy Institute members Bruce Sarchet and Corinn Jackson.

New California Law Requires Sexual Harassment Prevention Training for Supervisors and Non-Supervisors

California employers with at least five employees must provide sexual harassment prevention training and education to all supervisory employees and non-supervisory employees in California by January 1, 2020.

New California Law Alert! Expanded Requirements for Talent Agencies to Provide Sexual Harassment and Eating Disorder Related Education and Training to Its Artists

Governor Jerry Brown has signed into law Assembly Bill 2338 which requires talent agencies licensed by the California Labor Commissioner to provide materials related to sexual harassment prevention, retaliation, among others, to its artists. Additionally, the bill requires that prior to receiving a permit to employ a minor in the entertainment industry, the minor’s parent or legal guardian must participate in trainings related to sexual harassment prevention, retaliation, and reporting resources.

How to Comply With California’s New Requirement to Provide Anti-Harassment Training on Gender Identity, Gender Expression, and Sexual Orientation

On October 15, 2017, Governor Brown signed Senate Bill 396, a new law that requires employers in California with 50 or more employees to provide training on policies that prohibit harassment based on gender identity, gender expression, and sexual orientation. This training is to be provided as a component of the already-required two-hour sexual harassment training provided to supervisory employees once every two years and within six months of an employee’s assumption of a supervisory position.

California Expands Harassment Training Requirements

On October 15, 2017, Governor Brown signed Senate Bill (SB) 396 into law. California employers with 50 or more employees currently must provide two hours of sexual harassment training for supervisors every two years. This legislation expands the subjects that the mandatory supervisor training must include.

New California Bill Would Require Sexual Harassment Training to Include Sexual Orientation and Gender Identity Harassment

As introduced, Senate Bill 396 by Senator Ricardo Lara (D-Bell Gardens) dealt with medical residence training programs. However, recently the contents of the bill were stripped out and replaced with new and unrelated language (a procedure referred to as a “gut and amend” in legislative lingo). The new language proposes to expand California employers’ obligations regarding sexual harassment training.

California’s Mandatory Sexual Harassment Training Requirements Amended

New California Fair Employment and Housing Act regulations that went into effect April 1, 2016, requiring employers to have a discrimination, harassment, retaliation, and prevention policy also set new benchmarks for mandatory sexual harassment training procedures.
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