What kind of sexual harassment training muset employers provide?

Every large company — with 50-plus workers or contractors — must give employees in supervisory positions at least two hours of sexual harassment training. Supervisors must receive this training within six months of assuming their supervisory roles.

The sexual harassment prevention training should be carried out in a classroom, via webinar or through e-learning. Supervisors must have the ability to reach out to a trainer with their questions and expect a response within 48 hours.

Here’s what the sexual harassment training must include:

• An explanation of sexual harassment as defined by the Fair Employment and Housing Act, and as defined by Title VII of the federal Civil Rights Act of 1964.
• What statutes and case-law say about preventing and disallowing sexual harassment.
• Descriptions of the specific actions, conduct and varieties of sexual harassment.
• What remedies are available for those who have been subjected to and harmed by sexual harassment.
• Sexual harassment prevention strategies.
• The obligations of those in supervisory positions to report sexual harassment.
• Examples of sexually harassing behavior.
• The lack of confidentiality related to the sexual harassment complaint department.
• Sexual harassment resources for victims and where they should report instances.
• Procedure for correcting sexual harassment.
• Procedure if the supervisor him- or herself gets accused of sexual harassment.
• What an anti-harassment policy should include and how to implement it.
• The legal definition of “abusive conduct.”
• Learning assessment questions, skill-building exercises, hypothetical scenarios and questions for discussion.

Is your company carrying out its sexual harassment training requirements? Were you the victim of sexual harassment at a large company that failed to train its supervisors in Los Angeles? An employment law firm can assist you in evaluating whether you have been harmed by sexual harassment and determine your legal right to pursue financial compensation in court.

Source: California Department of Fair Employment and Housing, “Sexual Harassment FAQ,” accessed Sep. 01, 2017