SEXUAL HARASSMENT TRAINING IN CALIFORNIA

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file time: 2008-02-16

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SEXUAL HARASSMENT TRAINING IN CALIFORNIA 

Presented by Ann M. Noel

Executive & Legal Affairs Secretary

California Fair Employment & Housing Commission

 
 
 
 
 
AB 1825 is a California bill (codified at Government Code section 12950.1) which mandates: all California employers with 50 or more employees must provide two hours of sexual harassment prevention training to their supervisors and managers  every two years, starting in 2005.  

What is AB 1825?

 
 
 
 
 

New Regulations Interpreting  
AB 1825 

The California Fair Employment and Housing Commission has recently promulgated new regulations interpreting AB 1825.  These regulations went into effect August 17, 2007. Government Code section 12950.1 and the new regulations can be found on the Commission00 website at admitted for two or more years to the bar of any state in the United States whose practice includes employment law under the Fair Employment and Housing Act and/or its federal equivalent, Title VII of the federal Civil Rights Act of 1964.  

Attorneys

 
 
 
 
 
00rofessors or instructors00/b> in law schools, colleges or universities with a post-graduate degree or California teaching credential and either 20 instruction hours or two or more years of experience in a law school, college or university teaching about employment law under the Fair Employment and Housing Act and/or Title VII of the federal Civil Rights Act of 1964.  

Professors or Instructors

 
 
 
 
 
00uman resource professionals00/b> or 00arassment prevention consultants00/b> working as employees or independent contractors with a minimum of two or more years of practical experience in one or more of the following:  

Human Resource Professionals or Harassment Prevention Consultants

 
 
 
 
 

Human Resource Professionals or Harassment Prevention Consultants 

designing or conducting discrimination, retaliation and sexual harassment prevention training; responding to sexual harassment complaints or other discrimination complaints; conducting investigations of sexual harassment complaints; or advising employers or employees regarding discrimination, retaliation and sexual harassment prevention  
 
 
 
 

Keep in Mind . . . 

00uman resource professionals00 and 00arassment prevention consultants00do not have to have experience in all of the activities listed above, as long as they have two or more years experience in at least one of the activities.  
 
 
 
 

Team Training 

Individuals who do not meet the qualifications of a trainer because they lack two years of experience may team teach with a trainer in classroom or webinar trainings provided that the trainer supervises these individuals and the trainer is available throughout the training to answer questions from training attendees.  
 
 
 
 

Minimum Prevention Steps for Employers 

1.  Provide AB 1825-compliant sexual harassment training.  
 
 
 
 

Minimum Prevention Steps for Employers 

2.  Create an anti-harassment policy and train all employees about that policy.  
 
 
 
 

Minimum Prevention Steps for Employers 

3.  Distribute an information sheet to all employees about sexual harassment.  Employers can use the information sheet developed by DFEH, numbered DFEH-185, and available on its website, at

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