As of April 1, 2016, California AB 1825 requirements for sexual harassment training changed. Is your training compliant? Now is a great time to review your company’s obligations under AB 1825 and to schedule sexual harassment training with CoreHR in Fresno, Madera, Clovis, or any Central Valley location. Compliance with AB 1825 strengthens your defense in the event of employee sexual harassment litigation. To ensure compliance, contact CoreHR now.

Legal Requirements

Organizations with 50 or more employees (seasonal, part-time and/or full-time, contractors) must:

  1. Provide 2 hours of interactive training for all managers/supervisors every two years
  2. Train all new managers/supervisors within 6 months of promotion or hire
  3. Have a qualified expert conduct the training (defined as a lawyer or human resources professional)
  4. Include all of the required elements:
    • Review of your organization’s written sexual harassment policy
    • Specifics of your organization’s complaint reporting procedures (must include reference to a governmental agency) *New as of 4/1/16
    • Segment on abusive conduct/bullying
    • Limited confidentiality of the complaint process
    • Cover the steps necessary to take appropriate remedial measures to correct harassing behavior *New as of 4/1/16
    • Instruct supervisors to report any complaints of misconduct to a designated company representative, such as a human resources manager *New as of 4/1/16

Why Choose CoreHR?

Employers often unknowingly rely on presentations by insurance brokers, online courses, or internal resources using tool-kits from their payroll provider, which may result in non-compliant training.

WARNING:  Effective April 1, 2016, web-based training (e.g., E-learning or webinar) must now include:

  • A link or directions on how to contact a qualified trainer who shall be available to answer questions and to provide guidance and assistance about the training within a reasonable period of time, not to exceed two business days.  The trainer shall maintain all written questions received, and all written responses or guidance provided, for a period of two years after the date of the response.
  • For webinar training, the webinar must provide supervisors with the opportunity to ask questions, to have them answered and otherwise seek guidance or assistance from a qualified trainer.  For a period of two years after the date of the webinar, the employer shall maintain a copy of the webinar, all written materials used by the trainer and all written questions submitted during the webinar, and document all written responses or guidance the trainer provided during the webinar.
  • All web-based training must include a learning activity geared towards ensuring interactive participation as well as the ability to apply what is learned to the supervisor’s work environment  (i.e., likely cannot include “generic” scenarios but, rather, the content must relate to your organization’s specific working environment).

CoreHR Courses

  • Developed by experts and presented on-site by an employment attorney who has defended multiple employers in sexual harassment lawsuits, and a certified HR expert who has personally conducted sexual harassment investigations
  • Truly interactive allowing managers to ask questions and discuss scenarios with their fellow managers and our experienced trainers
  • Customized to each employer’s specific work environment and company culture. The training includes a review of the organization’s specific sexual harassment policy and procedure for reporting complaints.

The CoreHR training program includes the following:

  • Pre-training discussions with your HR department and/or owners and management to identify and develop scenarios and hypotheticals specific to your organization and industry
  • A review of your current written anti-harassment policy to ensure compliance with Gov’t Code section 12940 (including the 4/1/16 FEHA amendment)
  • A customized 2-hour training course designed to fit the particular needs and concerns of your organization as follows:
    • Conducted face-to-face
    • Provided twice within a 12-month period
    • Team-presented by an employment law attorney with over 16 years of experience in representing employers, and an SPHR certified HR professional
    • Truly interactive training dialog (i.e., open discussions, hypothetical scenarios specific to your company)
    • Integration of your organization’s anti-harassment/discrimination
    • Discussion and review of your specific complaint reporting procedure
    • Specific scenarios on retaliation and bullying
    • An acknowledgement form for each participant with the date of training, overview of content and attestation by the presenters that the training was AB 1825 compliant
  • The customized presentation will be the property of your organization
  • Individual tracking of course completion as proof of compliance
  • CoreHR Team will update the presentation and/or written policy in the event there is a change in the law during the 12-month period

Consequence of Non-compliance

(*New as of 4/1/16) Failure to follow the requirements of AB 1825 (and failure to maintain a written anti-harassment policy) may result in the Department of Fair Employment and Housing’s (DFEH) decision to take non-monetary, remedial action against your organization.  Remedial action taken by the DFEH can include: review of your organization’s anti-harassment policy and training history; required implementation of a compliant written anti-harassment policy and/or training; and, review of the above to assure continued compliance.

Contact us for information about pricing and to schedule a session for your team.