Harassment, Discrimination, and Abusive Conduct Prevention
Using case studies and group discussions, this AB 1825 and AB 2053 compliant workshop explores the consequences of sexual harassment on the individual and the organization. We’ll discuss the important elements of carefully and correctly handling sexual harassment issues and complaints. We’ll review the legal definitions of sexual harassment and employment discrimination, learn how to appropriately handle sexual harassment complaints, discuss the negative impact of abusive conduct in the workplace, and management’s legal obligations. NEW CALIFORNIA TRAINING LAW: SB 1343 Effective January 1, 2019, employers in California with 5 or more employees (or independent contractors) must provide sexual harassment training to all employees (SB 1343). The deadline for compliance with initial training is January 1, 2020. Under the new law, covered employers must: • Provide supervisory employees with 2 hours of training every 2 years • Provide nonsupervisory employees with 1 hour of training every 2 years Both supervisory and nonsupervisory employees must receive training within 6 months of hire or placement into their positions. Beginning January 1, 2020, seasonal and temporary employees, or any employee that is hired to work for less than 6 months must receive training within 30 days of hire or within 100 hours worked, whichever occurs first. Training for temporary employees must be provided by the temporary services employer, not the client. Migrant and seasonal agricultural workers must receive training consistent with existing requirements for training nonsupervisory employees of farm labor contractors (CA Labor Code Sec. 1684(8)(A)).
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