California AB 1825 Online Training
The California Assembly Bill 1825 (New California Government Code Section 12950.1) was put into effect in 2005 to protect employees and employers from sexual harassment and discrimination. It mandates that California organizations must provide their supervisors with comprehensive sexual harassment training.
Traliant provides AB 1825 training online through a series of personalized, interactive lessons in its Preventing Discrimination and Harassment for CA/CT Managers course.
AB 1825 requires that any organization that regularly employs 50 or more people, including remote workers, independent contractors and full time employees, provide its supervisory employees with at least two hours of effective interactive AB 1825 training and education about sexual harassment. The training must cover very specific topics, and employees must be retrained every two years.
If an organization has recently grown to 50 or more employees or has promoted employees to supervisory positions, it must train all appropriate employees within six months in order to maintain compliance.
Penalty for Noncompliance
The California Department of Fair Employment and Housing has the right to audit employers to ensure they are compliant with AB 1825 regulations. If an employer isn’t compliant, DFEH may issue a mandate. Perhaps of even greater concern, however, is the fact that if an allegation of harassment results in an employer being brought to court, a jury or tribunal will take compliance with the AB1825 training requirement into consideration, and will often award increased damages or penalties when an employer is noncompliant.
According to AB 1825 guidelines, training should cover several important topics including:
- Information and practical guidance that discusses the federal and state statutory provisions of sexual harassment prohibition, as well as information that concerns the prevention and correction of sexual harassment.
- Remedies and resolutions that are available to victims of sexual harassment in the workplace.
- Specific and practical examples to help instruct supervisors how to treat their team in an attempt to prevent harassment, discrimination and retaliation amongst co-workers.
While some organizations bring in an educator to teach their sexual harassment seminars, many prefer an engaging, interactive online course that can be completed in bite-sized sections, at the learner’s convenience. By assembling a development team of creative professionals with experience in the Fair Employment and Housing Act and Title VII of the Federal Civil Rights Act of 1964, Traliant was able to design and deliver a revolutionary course that not only meets the expectations of the state, but also satisfies the demands of employers — and employees.
More Than Just AB 1825 Training
Traliant’s Preventing Discrimination and Harassment for CA/CT Managers does more than just meet the requirements set down by AB 1825. This widely-inclusive course teaches supervisors which behaviors are acceptable and which are not, how to deal with “grey areas,” how to respond to complaints of harassment and discrimination, how to prevent retaliation and how to create a positive work environment based on respect and dignity.
To simplify your research, we’ve compiled a checklist of regulations for anti-harassment policy and training. Traliant offers a training suite of Preventing Discrimination and Harassment Courses designed for employees and managers. Our training meets all of the requirements and recommendations for the Connecticut CHRO Act, California AB 1825, and California AB 2053, and is also compliant with the EEOC Guidelines for anti-discrimination training.
|California law prescribes that supervisors and managers should receive two hours of training that contains:||Covered by Traliant:|
|1. A definition of unlawful sexual harassment under the Fair Employment and Housing Act and Title VII of the federal Civil Rights Act of 1964.|
|2. FEHA and Title VII statutory provisions and case law concerning the prohibition against and the prevention of unlawful sexual harassment in employment.|
|3. The types of conduct constituting sexual harassment.|
|4. Remedies available for victims of sexual harassment.|
|5. Strategies to prevent sexual harassment in the workplace.|
|6. Factual scenarios based on examples from case law, media accounts, and workplace situations illustrating sexual harassment, discrimination and retaliation.|
|7. The limited confidentiality of the complaint process.|
|8. Resources for victims of unlawful sexual harassment, such as to whom they should report any alleged sexual harassment.|
|9. The employer's obligation to conduct an effective workplace investigation of a harassment complaint.|
|10. Training on what to do if the supervisor is personally accused of harassment.|
|11. The essential elements of an anti-harassment policy and how to utilize it if a harassment complaint is filed.|
|12. The prevention of abusive conduct as a component of the training.|
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