As an employer operating in California, you will have to comply with federal employment regulations and the more strict California state laws. Among your many obligations to your workers is that you provide a safe work environment.
Actively trying to prevent discrimination and harassment on the job is a big part of that process. Many workers don’t understand the nuances of sexual harassment, so you must ensure that they understand what kind of conduct is unacceptable.
Ongoing sexual harassment training is necessary to comply with California state law. It could also serve an important role in helping you defend the company against discrimination claims in the future.
What does California law require?
Employers with at least five workers in California have to provide their staff members with at least one hour of sexual harassment and abusive conduct prevention training. Supervisors and managers should receive two hours of this training.
Companies will usually integrate the first round of this training into their new hire training modules. They will also need to schedule a time to continue training their workers, as those obligations recur every two years that an employee stays with the company.
There are secondary benefits to this training
Your training modules could also play a role in your company’s defense against discrimination or harassment claims by an employee. You can show that your company has actively tried to prevent worker misconduct by offering training, providing means to report misconduct and investigating any complaints workers make.
Continuing worker training on harassment and abusive conduct doesn’t just have to mean more paperwork and expenses for your business. It also means that you have documented proof that you have worked to cultivate a harassment-free and discrimination-free workplace. Understanding and following California employment laws will help your business remain a great place to work.