Sexual Harassment Training in California

Whether you work at home or in a business, you need to take sexual harassment training. These lessons can help you to recognize potential issues and to address them before they become serious. This type of training is not just a safety course; it is also an opportunity to discuss gender identity, gender expression, and sexual orientation.

Bringing the reality of unpleasant harassment scenarios forward in a secure context

Having a comprehensive sexual harassment training program is essential. It should be delivered by a qualified trainer, and it should address concerns regarding abusive conduct in the workplace. It should also review the remedies available to victims.

Harassment in the workplace is a serious problem that goes unreported and unaddressed. In fact, a study found that one third of the 90,000 charges filed with the Equal Employment Opportunity Commission in fiscal year 2015 involved workplace harassment. Click here for more information about the EEOC.

A number of factors contribute to the persistence of this problem. First, most Americans are at-will employees, meaning they can be fired for any reason, without a trial.

Second, men in traditionally male-dominated jobs often use inappropriate behavior to intimidate women. This contributes to the marginalization of women in the workplace, because it reinforces the masculine stereotype.

In addition, men who harass women in supervisory positions undermine women’s authority. And women who defy the traditional gender norms are particularly vulnerable to physical assault.

The most effective harassment prevention strategies involve establishing non-discriminatory workplace cultures. This requires a holistic approach that includes the development of policies, educational materials, and internal complaint processes.

Discussion of gender identity, gender expression, and sexual orientation

Whether you’re an employer in California, or someone who is responsible for training employees, it is important to know what gender identity, gender expression, and sexual orientation mean in your workplace. If you don’t know, you may be putting your employees at risk.

In California, there are strict laws regarding discrimination in the workplace. The state’s Fair Employment and Housing Act (FEHA) prohibits employers from discriminating against employees based on a variety of characteristics, including age, national origin, religion, marital status, and sexual orientation.

To comply with FEHA, employers must train supervisors on sexual harassment. They must also provide gender identity and expression training for all employees. They must also provide a poster detailing the rights of transgender people in the workplace.

SB 396 was enacted by Governor Jerry Brown in October 2017. This law requires California employers to train supervisors and employees on how to prevent harassment based on gender identity and expression.

Requirements for supervisory employees

Earlier this year, California Governor Jerry Brown signed Senate Bill 1343, expanding the state’s mandatory sexual discrimination course requirements. This law was passed to reduce the amount of workplace sexual discrimination and increase employers’ ability to prevent discrimination. Currently, 92% of California’s workforce is required to take sexual discrimination training on a biannual basis.

The legislation also expands requirements for supervisory employees. They must complete two hours of sexual discrimination prevention training within six months of assuming a supervisory position.

SB 1343 requires California employers with five or more employees to provide sexual discrimination training to all employees, including temporary and seasonal staff. The law also mandates that nonsupervisory employees receive one hour of education.

The California Department of Fair Employment and Housing (DFEH) developed two online training courses for employers to meet their compliance requirements. You can click the link: for more civil rights resources in California.  These courses are available in either one-hour or two-hour segments. They are interactive, with viewers being asked questions periodically.

Requirements for seasonal and temporary employees

Those who work for California employers, including temporary employees, seasonal staff, and migrant agricultural workers must receive sexual harassment training. This must be provided within the first thirty calendar days of employment. In addition, the State requires that employers provide this education on an ongoing basis.

For non-managerial employees, California law requires a one-hour course. This training can be delivered on a one-to-one basis or in groups. The course can be in a variety of forms, including live sessions, webinars, and online courses.

For supervisory employees, California requires two hours of training. For managers, the training must be interactive, and the trainers must have some level of expertise on harassment.

The Department of Fair Employment and Housing (DFEH) has created a two-hour course to help employers meet their requirements. The course includes a brief explanation of anti-harassment training in California and its legal consequences. It also provides practical examples of sexual harassment, such as inappropriate conduct in the workplace.

The state has also created a website for employers to find information on the subject. They should also post the California Law Prohibiting Workplace Discrimination and Harassment poster in the workplace.

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