Prepare California supervisors to prevent, spot and respond to harassment, discrimination, abusive conduct and retaliation under state and federal law.
This comprehensive two-hour training course fulfills California's SB1343 sexual harassment prevention requirements for supervisory employees. Designed specifically for managers and supervisors, this training goes beyond basic harassment awareness to address the unique legal responsibilities and liabilities that supervisors face under California law. Participants will learn to identify and understand California's protected groups, comprehend both federal and state retaliation laws, and analyze important California court cases that have shaped harassment and discrimination law. The course covers critical topics including the Fair Employment and Housing Act (FEHA), AB2053 on abusive conduct prevention, and SB396 regarding LGBT rights and protections. Supervisors will learn the importance of keeping all employment decisions job-related and defensible, how to recognize and address various forms of harassment and discrimination, and their specific duties in preventing and responding to workplace misconduct. The training emphasizes practical skills including bystander intervention techniques, conducting fair investigations, and fostering an inclusive workplace culture where all employees feel valued and protected from harassment and discrimination.
California employers with five or more employees must give supervisors two hours of sexual harassment and abusive conduct prevention training. Newly hired or promoted supervisors must complete it within six months of taking the role. Nonsupervisory employees need one hour of training under the same law.
California Government Code §12950.1 requires harassment prevention training for supervisors. It began with AB 1825, and SB 1343 later extended training to nonsupervisory staff. AB 2053 added abusive conduct, and SB 396 added gender identity, gender expression and sexual orientation. The Civil Rights Department enforces the requirement.
California supervisors must repeat sexual harassment prevention training once every two years. The two-hour training must be interactive, and new supervisors must finish it within six months of hire or promotion. Many employers put all staff on one two-year cycle to simplify tracking and avoid lapses.
Abusive conduct under California law is malicious workplace behavior that a reasonable person would find hostile or offensive and that is unrelated to legitimate business interests. Examples include repeated insults, slurs, threats, intimidation or sabotage of someone's work. A single act usually doesn't qualify unless it is especially severe and egregious.
A supervisor who learns about workplace harassment should act promptly, even without a formal complaint. That means reporting it through company channels, protecting the employee from retaliation and supporting a fair investigation. Because supervisors act for the employer, failing to respond can make the company legally liable for the harassment.
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