Build confidence for better decisions with Harassment in California: The Protected Groups training on the Fair Employment and Housing Act's protections against harassment.
Workers can use Harassment in California: The Protected Groups to strengthen the knowledge and judgment needed on the job. Key outcomes include the ability to explain the Fair Employment and Housing Act (FEHA) protections, spot the groups protected under FEHA, and spot behaviors that constitute illegal harassment. The material also helps learners describe the responsibilities of managers and supervisors. Practical examples connect the subject to routine tasks, expected procedures, and decisions employees may need to make on the job. Learners finish with a clearer understanding of what to look for, how to respond, and when to raise a concern or seek additional guidance.
Under California law, employers with five or more employees must provide sexual harassment prevention training: at least two hours for supervisors and one hour for nonsupervisory employees, repeated every two years. This 3-minute video on FEHA protected groups can support that program but does not meet the time requirement on its own.
The California Fair Employment and Housing Act (FEHA) protects employees and job applicants from harassment, discrimination and retaliation. FEHA covers more groups than federal law, and its harassment rules apply to employers of any size. The state's harassment training requirement appears in Government Code §12950.1.
FEHA protects characteristics such as age 40 and over, ancestry, color, disability, genetic information, gender identity and expression, marital status, medical condition, military or veteran status, national origin, race, religion, sex and sexual orientation. California has added categories since this 2017 video, so check the current list.
Yes. Denying a promotion because an employee is pregnant is sex discrimination under FEHA, which treats pregnancy, childbirth and related medical conditions as part of sex. Managers must base promotions, hiring, discipline and firing on job-related factors, never on pregnancy or assumptions about how it will affect someone's work.
Retaliation under FEHA means punishing someone for complaining about harassment or discrimination, filing a claim, or helping with an investigation. Examples include firing, demotion, cutting hours, unfair reviews or exclusion after a complaint. Retaliation can be illegal even when the original complaint is not proven, as long as it was made in good faith.
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