Is your Californian company in compliance with the rules governing sexual harassment in the state? Keeping up with the ever-changing state legislation standards regarding sexual harassment might be challenging, but it is very important for developing a more robust culture in the workplace.
Companies who invest in sexual harassment training get the benefits of lower risks associated with harassment, promoting a healthy corporate culture that keeps employees focused on their job without worrying about their safety.
Here are some of the notable and relevant points regarding California’s statute against sexual harassment that you probably did not know:
Motives might include perceived sexuality or gender identity.
In the state of California, there is no need that sexual desire be the impetus behind sexual harassment. Instead, it may be prompted by factors such as one’s gender, one’s sexual orientation, one’s pregnancy, or even one’s health In the state of California, sexual harassment refers to any behavior that makes a work or school environment unfriendly on the grounds of gender or sex.
An employee’s ability to pursue legal action against an employer might be hindered if the employee fails to report misconduct in any form.
Workers should know their retaliation protections and sexual harassment reporting processes. If they are unaware of the appropriate procedures and choose not to report it, it is possible that they could lose their ability to hold the firm or person accountable for the incident at a later date. This might have a negative impact on the employee’s mental and physical health, as well as the atmosphere in which others are required to work.
FEHA makes sexual harassment in the workplace illegal in California.
When it comes to handing out hard copies of information on sexual harassment rules and procedures, the FEHA booklet is a great option. You may read more here on the FEHA booklet and remain in compliance. To be in compliance with California law on sexual harassment, you must distribute these pamphlets to all employees.
It is necessary to distribute any relevant literature.
Every employee is required to receive pertinent information on sexual harassment in the workplace, and the sexual harassment policy of the firm must be recognized in some capacity by all employees. Employers may opt to distribute the Department of Fair Employment & Housing’s “Facts About Sexual Harassment” leaflet or construct a comparable pamphlet that fulfills all of the essential standards.
Employers with any more than five workers are required by FEHA to provide sexual harassment education for two hours per year. If your company has more than five workers, you are required by law to conduct two hours of training on how to prevent and address sexual harassment in the workplace.
Businesses in the state of California are required to display an anti-sexual harassment poster at their workplaces. All workplaces must display the signs “California Law Prohibits Discrimination and Harassment in the Workplace” and “Transgender Rights in the Workplace.” Posters may be acquired via the California Department on Fair Employment and Housing.
Employers are required to develop policies covering harassment, discrimination, and retaliation.
The policy has to be written down, it needs to specify all of the protected groups, and it needs to establish a complaint procedure. Click here to locate more information on the mandated sexual harassment training in California. Employers with more than 50 workers are required to provide their supervisory staff a minimum of two hours of training on how to deal with sexual harassment.
Training is required for supervisors every two years, in addition to mandated training on sexual harassment that must be completed during the first six months of taking on a new supervisory post. There is a two-year limit on how long a supervisor may go without training, while it is possible to schedule supervisor training on the same day.
The state of California allows for a variety of different kinds of sexual harassment training.
In accordance with California law, it is permissible to get training in a variety of formats, including in-person instruction, e-learning, participation in a webinar, or participation in an interactive training session. When it comes to satisfying the requirements of your company, you have a wide range of choices available to you.
The State of California Has Detailed Requirements for All Qualified Trainers
Trainers that are qualified may be lawyers, experts in the field of human resources (HR), professional teachers or professors, or harassment prevention consultants. Every one of these certified trainer courses is required to have qualifications that are immediately relevant.
Attorneys must be eligible to work in any jurisdiction within the United States and ought to have prior experience in the field of employment law. Professors and instructors must have a graduate degree or maybe a California teaching certificate in addition to two years of teaching experience in employment law.
