|
|
Sexual Harassment Training That Complies With California AB 1825 Regulations
Provide the supervisors in your organization with sexual harassment training you can trust, from Alexander Hamilton Institute, highly-respected employment law experts since 1984.
AB 1825 requires that sexual harassment training for all supervisors must be repeated every 2 years. In addition, newly promoted and newly hired supervisors must be trained within 6 months of their promotion and/or hire date.
Employers beware: All training must meet the strict training requirements contained in the final regulations that were issued by the California Fair Employment & Housing Commission.
If you do not have a qualified "trainer" to lead your classes, then click here to learn how AHI can help you comply with AB 1825 by outsourcing your training to AHI.
AHI offers you three different ways to train to best suit your preferences and budget (click on any button to learn more).
If you have someone who meets the definition of a qualified "trainer" under the AB 1825 regulations, then you can use AHI’s Preventing Sexual Harassment CD Presentation Kit to conduct your own mandatory sexual harassment training classes.
AHI's CD kit meets the strict training requirements contained in the final regulations that were issued by the California Fair Employment & Housing Commission.
Why Choose AHI?
1. The CD kit was developed by the sexual harassment knowledge experts at AHI.
AHI has been recognized nationwide as a leading publisher on sexual harassment and employment law for over 23 years. Our flagship newsletter, Manager's Legal Bulletin, has been training supervisors on how to avoid sexual harassment lawsuits since 1986.
Since supervisors create more liability for sexual harassment claims, the training course you use for them should be more extensive than the training course you use for your employees. The Supervisor Edition of our kit includes coverage on:
- recognizing the signs of sexual harassment in the workplace,
- steps for the supervisor to take if he/she is accused, and
- scenarios to help supervisors identify what actions could be found to be sexual harassment and what actions are permissible.
The Employee Edition of our kit should be used to train the rest of your employees on how they are also responsible for keeping sexual harassment out of the workplace. It teaches them:
- what actions cross the line and can lead to potential harassment charges,
- what behaviors are acceptable in the workplace and what behaviors aren't acceptable, and
- how to handle uncomfortable situations so that they don't escalate into full-blown harassment claims.
2. Our training course has been approved as being in compliance with AB 1825 regulations by the California-based law firm Dowling, Aaron & Keeler.
The firm is comprised of top lawyers in various disciplines, including real estate law, litigation, estate planning, healthcare law, general business law, employment law, intellectual property, and public agency law.
3. The CD kit saves you hours of preparation time.
The CD Kit gives you everything you need to conduct your own two-hour sexual harassment training class for your supervisors (or a shorter class for your employees). k
Both the supervisor and employee editions include the following:
- Detailed Leader's Guide
- Participant's Workbook and Handouts
- PowerPoint Slide Presentation
- Final Exam
- Certificate of Completion
- Attendance Report Form
Why should I train? What is the penalty for noncompliance?
If one of your employees files a claim of sexual harassment, you can expect a letter from the Department of Fair Employment & Housing (DFEH) requesting proof that you are in full compliance with the requirements of AB 1825. The letter will ask that you provide the number of supervisors you employ, the dates training was provided, the name and qualifications of the trainer, and copies of the training material provided. If found to be non-compliant, you can be ordered to train all of your supervisors within 60 days.
Worse yet, your employee's lawyer will argue that failure to train in accordance with the law demonstrates the organization's "reckless disregard" for the law, and thereby establishes a potential basis for punitive damages liability.