Is an Hour Enough for Sexual Harassment Prevention Training?
Under SB 1343, California employers with five or more employees must now provide training on sexual harassment prevention to all of their non-supervisory employees by January 1, 2020, and every two years thereafter. This law expanded training requirements significantly. Previously, California only required employers with 50 or more employees to provide two hours of sexual harassment prevention training to supervisors and managers.
Notably, the elements of sexual harassment prevention training under SB 1343 largely remain the same as for supervisory employees, despite the requirement that the training last only one hour, instead of two. Among other requirements, the training must include a discussion of state and federal sexual harassment law, types of conduct that constitute harassment, prevention of abusive conduct and bullying, resources for victims and appropriate remedial steps to correct harassing behavior.
At Maier Law Group (“MLG”), we believe that robust sexual harassment prevention training is crucial to helping our clients build the optimal workplace where employees feel safe, valued, and empowered to voice their concerns about problematic behavior in their workplace. To that end, our intent is to provide a comprehensive and interactive training that is both legally compliant as well as effective. Our trainings are based on research about workplace civility and harassment-prevention.
However, we have found it challenging to develop our new non-supervisory training – within a truncated, one-hour presentation – to both meet the legal requirements while also delivering sound prevention practices. Accordingly, MLG recommends that clients set aside an hour and one-half for the non-supervisory employee training. We have found that an additional 30 minutes allow for more meaningful instruction, discussion, and audience Q&A. Alternatively, employers could streamline their training requirements by including both supervisory and non-supervisory employees in the same two-hour harassment prevention training (when feasible).
Mindful of the financial and operational investment that employers will incur to meet their new training requirements for all employees, MLG is also developing a new training pricing model to enable organizations of all sizes to deliver this training to all of its employees.
If you are interested in our trainings, please contact MLG for pricing. Similarly, if you have any questions about your sexual harassment prevention training obligations under California and federal law, or about MLG’s training services, simply reach out to one of our attorneys. You may use this contact form or email us in more detail at firstname.lastname@example.org.
 In addition, employers must provide training to seasonal and temporary employees, or any employee hired to work for fewer than six months, within 30 calendar days after the hire date or within 100 hours worked, whichever is first. Temporary workers employed by a temporary agency must be trained by the agency.
 Supervisory employees must continue to receive two hours of training.
The Maier Law Group helps companies ensure that their policies and practices comply with the relevant workplace regulations. Please contact us at email@example.com for more information.
This article has been prepared for general informational purposes only and does not constitute advertising, solicitation, or legal advice. If you have questions about a particular matter, please contact the Maier Law Group directly.