In the wake of #MeToo and new state sexual harassment training requirements, there’s an urgency for organizations to update their harassment training programs and approach to preventing workplace harassment. Whether you’re training employees online, in a classroom setting or through a blended learning approach, here are six things to keep in mind when choosing a sexual harassment training program. Read On
If you’re a California employer, you likely have questions about meeting the new sexual harassment training requirements under SB 1343. To help you keep track of what you need to do and when, we put together a list of Frequently Asked Questions.
Q1. What is SB 1343? A. Enacted in 2018, California Senate Bill 1343 requires California employers with five or more employees to provide sexual harassment training and education to both supervisors and nonsupervisory staff by January 1, 2020. SB 1343 represents a big change in scope from AB 1825, which only applied to employers with 50 or more workers and required them to train only supervisors, not all employees. Read On
One of the essential components of a respectful, harassment-free workplace is the ability of employees to recognize appropriate and inappropriate behavior and know when conduct crosses the line into sexual harassment. Too often workplace harassment goes unreported, usually because the employees fear retaliation or they’re uncertain about what is and isn’t considered harassment. Sexual harassment training provides an opportunity to raise awareness of the different forms of sexual harassment and educate employees on the positive steps they can take to address and report harassment and prevent future incidents. Read On
In 2018, New York State and New York City passed new anti-harassment laws that require employers to conduct annual sexual harassment training for employees. These FAQs are intended to provide an overview of some of the most common questions about the new training requirements for NY employers. With the approaching deadline, steps should be taken now to ensure your organization meets the new sexual harassment training requirements, and provides an interactive, useful and relevant training experience for employees. Read On
The summer is shaping up to be an active one for HR and training professionals who are responsible for implementing their organization’s sexual harassment training program. With new anti-harassment laws in New York and California, and the EEOC and #MeToo movement continuing to amplify the importance of preventing workplace harassment, here are a few things to put on your summer to-do list and keep on your radar: Read On