California law mandates that supervisors receive two hours of training every two years on how to recognize and prevent sexual harassment, discrimination, and retaliation. This course meets the requirements of CA Govt. Code Sec. 12950.1, including information and practical guidance regarding state and federal laws, how to prevent, respond to, and correct sexual harassment, remedies available to persons subject to harassment, and the potential for liability.
Why “Sexual Harassment Prevention and Response for Supervisors in California” Matters:
Supervisory employees are any employees who have the authority to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees or who have the responsibility to direct employees, adjust their grievances, or effectively recommend that action. However, the California Department of Fair Employment and Housing (DFEH)’s regulations specify that attending harassment prevention training does not create an inference that an employee is actually a supervisor. Thus, an employer that is unsure of an employee’s status should include the employee in the training.
In California, an employer is strictly liable for a supervisor’s sexual harassment of an employee. But an employer may be able to reduce or eliminate damages owed to a harassed employee by taking reasonable steps to prevent and correct the workplace sexual harassment. Reasonable steps include immediately investigating and responding to any complaints that are made, posting required notices, distributing mandatory information sheets, and training.
This training meets AB1825 requirements for e-learning programs.
• Hypothetical workplace scenarios that includes discussion questions and practical examples.
• Interactive “Knowledge Checks” imbedded within the course to assess learning, including skill-building activities that assess the supervisor’s application and understanding of training content as required by law as well as a final quiz with results retained for your records.
• Meets all legal requirements for design, trainer qualifications, and content, including the 2018 mandate that training cover harassment based on gender identity, gender expression, and sexual orientation.