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The BLR® TrainingToday California Sexual Harassment Prevention and Response training course provides California employers with everything you need to satisfy California regulation AB-1825, including a two-hour minimum course length, interactive content, expert “help link,” and employee policy acknowledgement.
The BLR® TrainingToday California Sexual Harassment Prevention and Response (AB-1825) training course is developed by BLR lawyers, industry experts, and instructional designers and automatically updated so you can have the confidence your California training program reflects the latest regulations and workplace safety best practices.
With only a few minutes’ setup, your company will have a complete AB1825 online training program with professionally developed courses, employee testing capabilities, and systematic documentation of employee training sessions and scores.
The BLR® TrainingToday California Sexual Harassment Prevention and Response (AB-1825) training course includes:
Why "Sexual Harassment Prevention and Response in California" Matters
State law requires California employers to provide supervisory employees with 2 hours of interactive sexual harassment training and education every 2 years (CA Govt. Code Sec. 12950.1). The requirement covers employers with 50 or more employees or contractors in any 20 consecutive weeks in the current or preceding calendar year. There is no requirement that the 50 employees or contractors work at the same location or that all work or reside in California.
Employees. Under the DFEH's regulations, the definition of "employee" includes full-time, part-time, and temporary employees.
Supervisory employees. Employers are required to train supervisory employees located in California, but not those who supervise California employees from a location outside the state. Newly hired or promoted supervisors must receive training within 6 months of assuming supervisory responsibilities and every 2 years thereafter.
According to the FEHA, a supervisor is a person who has the authority to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or who has the responsibility to direct employees, adjust their grievances, or effectively recommend that action. DFEH's regulations specify that attending antiharassment 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.
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