ATTENTION: California: Is 2012 your mandatory AB 1825 training year?

Course Description
Written and approved by our in-house expert advisors with proven employment law experience, this course is designed to maximize legal protections against allegations of harassment and enable compliance with California law AB 1825.  

• Fully compliant with AB 1825 regulations, California law requiring sexual harassment training for supervisors view Frequently Asked Questions about AB 1825
  
• Engaging and innovative multi-media content for increasing retention and comprehension
• Instructional design specifically built for driving behavioral change of your employees
• Delivery Option: Online & Offline
• Available in Spanish >>
• HRCI Credit Hours: 2.00

Course Overview
Click on the image below to see an overview of this course.

Why Train on Preventing Workplace Harassment and Discrimination?
In California, it’s the law. State law AB 1825 requires employers to train new supervisory personnel within six months of their assumption of a supervisory position. In addition, all supervisors must be provided the mandated training once every two years. AB 1825 was enacted to minimize incidents of workplace harassment, resulting lawsuits, and more indirect consequences such as impacts to morale, productivity, and employee retention. By training your employees how to recognize, prevent and address workplace harassment and discrimination, you are not only obeying the law, you are creating a healthier and more productive workplace.


What Does This Course Cover?
This course provides an innovative and immersive learning experience where employees will:

• Explore situations which tend to result in common mistakes
• View eye-opening perspectives on harassment in the workplace and learn what the law and your policies actually say and mean
• Distinguish appropriate, casual behavior from inappropriate behavior
• Consider “gray areas” and determine the best course of action
• Make certain that Supervisors understand their responsibilities and know how to appropriately respond to employee questions and concerns

Using an innovative and immersive learning experience, employees will consider “gray areas” and determine the best course of action. 
 

• California law AB 1825 imposes an ongoing obligation for employers to train new supervisory personnel within six months of their assumption of a supervisory position.
• If the employer chooses to provide this California sexual harassment training in-person in a classroom setting, it must ensure that it provides a class at least once every six months, and that all persons who have obtained a supervisory position in the previous six months attend that class.
• All supervisory employees must be provided the mandated training once every two years. The law makes clear that the requirement that two hours of sexual harassment training be provided to supervisors every two years represents a minimum threshold.
• Given court decisions and EEOC guidelines that have indicated that training on sexual harassment and other forms of workplace harassment must be provided "periodically," prudent employers should strongly consider providing harassment prevention training every year. 
• The regulations specifically requires that the AB 1825 training--be it instructor-led training or online training--be provided by a qualified "trainer." The trainer must be an attorney, professor, instructor, human resource professional or harassment prevention consultant with at least two years of expertise in employment law and/or harassment prevention. 
• With respect to AB 1825 online training, the California Fair Employment and Housing Commission's regulations implementing AB 1825 explicitly state that online training can comply with AB 1825, as long as the training meets each of the law's requirements.
• California law AB 1825 specifically requires the training to be "effective" and "interactive." The FEHC's regulations on CA harassment training state that any course shall include questions that assess learning, skill-building activities that assess the supervisor's application and understanding of content learned, and numerous hypothetical scenarios about harassment with follow-up questions so that supervisors remain engaged in the training. 
• The law applies to all employers who operate in California and who regularly employ 50 or more employees or independent contractors. For example, if an employer has 40 employees and regularly receives the services of 5 temporary service workers and 5 contractors, the employer is covered.
• Assuming that the employer employs 50 or more persons within the state of California, the employer is covered even if the employer is headquartered outside of California. In addition, the FEHC's final regulations state that the law applies to any employer who employs 50 or more persons, even if the employer employs fewer than 50 people in California. 
• The AB 1825 final regulations define "supervisor" to include any individual with the authority "to hire, transfer, suspend, layoff, recall, promote, discharge, assign, reward, or discipline other employees, or the responsibility to direct them, or to adjust their grievances, or effectively to recommend that action, if . . . the exercise of that authority . . . requires the use of independent judgment."
• The California legislature acted to clarify the reach of California's mandatory harassment training law, AB 1825. AB 2095, signed by the Governor in September 2006, limits the mandatory harassment training requirements of AB 1825 to only supervisors located within the state of California.
• The AB 1825 regulations do not require that the entire two-hour course be limited to education on only sexual harassment. In fact, the regulations specifically state that "an employer may provide a definition of and train about other forms of harassment covered by the FEHA [Fair Employment and Housing Act]."