December 2007 Safety Training Newsletter

Did You Know…

Supervisors are required to go through a two-hour sexual Harassment Prevention training every 2 years?

Under AB 1825, now included in California Government Code, the first training deadline was December 31, 2005. Training must be repeated every 2 years, making 2007 a "retraining year" for most organizations.

If you trained your supervisors in 2005, not only do you have to retrain in 2007, you will also need to meet the stricter training requirements of the new regulations passed in July of 2007.

Safety Training Specialist, Inc. can provide that training for you. We have a couple of opportunities for you to consider:

Two 2-hour sessions of Sexual Harassment Training for Supervisors.
This way you will always have half of your supervisory team on the job.

OR

One 2-hour session of Sexual Harassment Training for Supervisors and one 2-hour session of Drug and Alcohol Reasonable Suspicion Training for Supervisors.

We will give you a 10% discount if you schedule in the month of December.

Below are the basic provisions of the AB 1825:

  • 50 or More Employees. AB 1825 applies only to organizations
    that regularly employ 50 or more employees or regularly "receive the services of" 50 or more persons. (Independent contractors and temps are included in 50+ number.)
  • Two Hours of Training Every Two Years. The deadline for the
    first round of AB 1825 training was December 31, 2005. Thereafter, employers must provide two hours of sexual harassment training to each supervisory employee, every two years.
  • New Hires and Promotions. New supervisory employees must be
    trained within six months of their assumption of a supervisory position, and thereafter, every two years.
  • High Quality Training Required. The training mandated by
    California's AB 1825 must be of a high quality, conducted via "classroom or other effective interactive training" and must include the following topics:
  • Information and practical guidance regarding federal and state
    statutory laws about sexual harassment.
  • Information about the correction of sexual harassment and the
    remedies available to victims of sexual harassment.
  • Practical examples aimed at instructing supervisors in the
    prevention of harassment, discrimination, and retaliation.
  • Failure to Comply Opens the Door to Harassment Lawsuits. A
    claim than an employer failed to provide AB 1825-mandated sexual harassment training does not automatically result in the liability of an employer for harassment. Plaintiffs will argue, however, that the failure to meet the new training mandates is evidence of an employer's failures to take all reasonable steps to prevent sexual harassment.