Training for a Company on Sexual Harassment
Training on sexual harassment includes information and tips about all federal and state laws against sexual harassment.
AB 1825 was one of the most important laws that went into effect in California on January 1, 2005. By the end of 2005, this law says that employers with 50 or more workers must give all supervisory workers two hours of training and education about sexual harassment. It also says that after January 1, 2006, these employees will have to go through training and education about sexual harassment every two years.
It's important to note that the 50-employee count includes temporary workers, independent contractors, and people who work outside of California. Before you decide that this law doesn't apply to your business, make sure you've counted all of your employees.
The training will cover:
Your company's training on sexual harassment should cover all federal and state sexual harassment laws with "information and practical advice." This is what the information should include:
- Real-life examples of how to stop harassment, discrimination, and retaliation
- What victims can do to get help
- Stopping unwanted attention
- Fixing a case of harassment
The law also says that the training should be given by "trainers or educators with knowledge and expertise in the prevention of harassment, discrimination, and retaliation." In other words, the training needs to be given by someone who has the right credentials.
Other things to think about
- Keep a record of compliance, which should include proof that all supervisors (or anyone with supervisory duties) took part. One choice is a "roll" that has all of the participants' signatures on it. Ask for a signed receipt for Internet training.
- Because the law has words like "interactive," most experts warn that an employer won't be in compliance just by turning on a training video. Instead, there must be some kind of interaction between the trainer and the people being trained, like a question-and-answer session or role-playing. Internet training that is interactive should also be okay.
- Create a way to track compliance in the future and make sure that new supervisors are trained within six months of being hired or given a promotion (and every two years thereafter).
- Make sure that everyone in charge knows what is needed. For help in this area, call 888-AMCHECK and ask for AmCheck.
- Make sure that the training is a requirement in all of your current policies, employee handbooks, and other procedures by making sure they are all up to date.
