California Sexual Harassment Training Requirements Expanded

With the passing of Senate Bill 1343, training requirements have changed for California businesses. California employers with 5 or more employees are now required to provide sexual harassment training to both supervisory employees as well as nonsupervisory employees. By January 1, 2020, supervisory employees must receive 2 hours of sexual harassment training and nonsupervisory employees must receive 1 hour of training. Going forward, this training must occur every two years. For all new employees, training must occur within six months of hire. For all new temporary or seasonal employees, training must occur within 30 calendar days or 100 hours worked, whichever comes first. Continue reading

New York – New Sexual Harassment Training Required

With sexual-harassment allegations on the rise, states are moving towards reform of their laws and the complaint process. One of these states is New York, which recently passed a law that will go in effect October 9th requiring companies to provide annual sexual-harassment training for all employees.

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All training must meet or exceed the standards of the state, either by using a program set forth by state agencies or the company’s independent training program. Continue reading

Employers: Be Pro-Active Against Harassment

Ishield-707769_1280t’s probably impossible for your company to eliminate any chance of harassment, but there are precautions you can take to help win a lawsuit filed by an employee.

Above all, you must have a sound company policy against harassment, which includes discrimination based on sex, race, color, religion, national origin, age or disability.

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Watch Your Employees’ Language

men-102441_1280Vulgar or inappropriate language in the workplace is rising and along with it an increasing number of court filings and complaints to human resources departments and the Equal Employment Opportunity Commission (EEOC).

If your company doesn’t have a specific language code, take steps to include one in your employee handbook, along with policies against sexual harassment and discrimination.  The use of inappropriate language can cost your company in lawsuits — not to mention the bad image your firm can get if employees use profanity around customers and suppliers.

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