Sexual harassment training in California is not simply an encouraged practice; rather, it is a necessity from a legislative viewpoint. Two legislative enactments that have had a significant impact on establishing regulatory requirements for sexual harassment prevention training in the state are AB 1825 and SB 1343. These enactments provide an exhaustive outline of the regimens an employer must implement. A detailed analysis of both legislative enactments in this guide will provide valuable information on training mandates and offer an opportunity to understand how employers can utilize premier training solutions like Coggno efficiently.
Key Takeaways
- AB 1825 and SB 1343 are sexual harassment training requirements that apply to California employers with 5 or more employees.
- The training should include interactive elements and cover specific topics, such as being conducted every two years, as applicable to both supervisory and nonsupervisory employees.
- Additionally, training requirements have been negotiated to accommodate seasonal and temporary employees with SB 1343.
- Failure to comply with California’s anti-harassment training legislation is legally and financially debilitating.
- Coggno offers comprehensive and flexible sexual harassment training solutions that help organizations comply with AB 1825 and other requirements set by SB 1343.
Quick Picks: Solutions for California Sexual Harassment Training
| Coggno | Interactive modules, customizable, updated content, mobile-friendly | Subscription plans starting at $10/user | Small to large businesses seeking ease of compliance | Yes |
| Cornerstone OnDemand | Comprehensive LMS, compliance tracking, multilingual support | Custom pricing | Enterprises needing full LMS capabilities | Yes |
| EVERFI | Scenario-based training, measurable outcomes | Custom pricing | Educational institutions and large employers | Yes |
| Skillsoft | Extensive content library, certifications | Custom pricing | Mid to large enterprises | Yes |
| Traliant | Microlearning, role-specific content | Subscription | Companies want engaging, short content | Yes |
Why California Sexual Harassment Training Is Essential
Sexual harassment is an epidemic phenomenon in all companies in the US, and California is among the top states in the country regarding the legislative policies aimed at putting in place preventative measures. AB 1825, which was introduced in 2004 and is considered to be among the first of the legislative policies that mandated sexual harassment prevention training for managers in the state of California.
Nevertheless, changes in work environments and persistent complaints about workplace harassment led to the introduction of Senate Bill 1343 (SB 1343) in 2018, which provided further details on requirements, added training for non-supervisory and seasonal workers, and clarified training deadlines. California is demonstrating its commitment to developing fair and safe work environments.
Beyond these, there is one major sticking point between these organizations, particularly regarding the legal challenge, the training approach, and the freshness of compliance. The consequences of non-compliance can include litigation, penalties, and reputational damage. However, employers need guidance and training solutions to meet these requirements.
Understanding California AB 1825 & SB 1343: Legislative Overview
AB 1825, approved in 2004, requires employers in California with 50 or more employees to provide at least 2 hours of interactive sexual harassment training to all supervisors every 2 years. The law is focused on training supervisors by educating them about:
Federal and state sexual harassment laws. Preventing harassment, discrimination, and retaliation. How to respond to complaints in an appropriate way. Such legislation was revolutionary, establishing a benchmark for managers’ responsibility in preventing harassment.
SB 1343: Expanding Requirements, Tightening Restrictions
Effective on and after January 1, 2019, SB 1343 enlarged the scope of sexual harassment training as follows:
Reduction in the employer size requirement, e.g., to 5 or more employees.
An additional 1 hour of training is required for non-supervisory staff, in addition to the 2 hours prescribed for supervisors. Requiring training of employees who are seasonal/temporary workers and have worked more than 6 months. There’s a requirement to provide training within 6 months of hire or promotion. “Regular training every 2 years”: This includes the stricter requirement to maintain records and the obligation for employers to deliver such training in the employee’s native language if it falls under SB 1343.
Who Must Comply?
| 5 or more employees | Sexual harassment training under SB 1343 | All employees | Within 6 months of hire, then every 2 years |
| 50 or more employees | AB 1825 supervisor training (now under SB 1343) | Supervisors only | Every 2 years |
| Temporary/Seasonal | If employed >6 months, training required | Temporary/seasonal | Same as permanent employees |
Features Checklist: Essential Elements of Compliant Training
| Training Duration | Minimum 2 hours (supervisors) | 2 hours (supervisors), 1 hour (non-supervisors) | Customizable for duration, meets/exceeds minimums |
| Interactivity | Required | Required | Interactive quizzes, scenarios, videos |
| Content Topics | Federal and state laws, prevention, complaint process | Expanded to include harassment, discrimination, retaliation, complaint handling | Up-to-date, legally compliant content covering all topics |
| Delivery Method | In-person or online | In-person or online | Fully online, mobile-friendly |
| Language Accessibility | Not specified | Must provide in employee’s primary language if available | Multilingual options available |
| Training Frequency | Every 2 years | Every 2 years | Automated reminders for renewal |
| Recordkeeping | Recommended but not explicit | Required | Secure training records and reporting tools |
| Applicability | Supervisors only (≥50 employees) | Supervisors + all employees (≥5 employees) | Suitable for all employee types and sizes |
Why Choose Coggno for California Sexual Harassment Training?
Navigating the complexities of California’s sexual harassment training laws can be daunting. Coggno stands out as a top-tier solution for employers aiming to comply efficiently and effectively. Here’s why:
- Comprehensive Compliance: Coggno training modules are fully compliant with AB 1825 and SB 1343, ensuring complete compliance with no effort on your part.
- Engaging & Interactive Content: The training comprises scenarios, quizzes, and multimedia presentations to maintain employee engagement.
- Scalable and customizable, the Coggno solution adapts to companies with 5 or 500 employees and allows customization of content delivery.
- Multilingual training options: Coggno offers multilingual training options to meet language accessibility requirements.
- Automated Compliance Tracking: With Coggno, detailed reporting and reminders make record-keeping a lot easier.
- Mobile-Friendly: The training can be accessed anywhere, at any time, making it more convenient for employees.
- Expert Support: Access expert support and customer support for a smooth training program.
By integrating Coggno’s robust platform, California employers can transform a regulatory challenge into an opportunity to build respectful, safe, and compliant workplaces.
FAQ
Who Are the Persons Who Have to Receive Sexual Harassment Training?
Organizations with 5 or more employees in California must ensure that training on preventing sexual harassment is provided. Supervisory staff require at least 2 hours of training, while non-supervisory staff require at least 1 hour.
Seasonal employees who work longer than a 6-month period are included in this workplace policy.
How Often Should Sexual Harassment Training Be Conducted?
The training should be completed within 6 months of employment or any other job advancement, and then every 2 years thereafter.
What Are the Penalties for Non-Compliance?
This will result in a lawsuit and a fine for the employer. There are no fines if an employer was not planning to train any of his/her employees; however, the case will be complex, and the sexual harassment charge will be high if the employer is not able to prove to the court that he/she has been training his/her employees on how to avoid sexually harassing other people.
Call to Action
Be sure to protect your organization and its workers by complying fully with California’s sexual harassment training laws now. Take advantage of our established training system with Coggno to deliver a highly interactive, compliant sexual harassment prevention program.
Sign up for a free trial or a demo today and see just how simple compliance can be. Don’t wait until the next deadline—start empowering your workforce today.
References
- California Legislative Information, AB-1825: Sexual harassment training: supervisors (2004).
- California Legislative Information, SB-1343: Sexual harassment training (2018).
- California Department of Fair Employment and Housing (DFEH) Sexual Harassment Training Requirements.
- Coggno Sexual Harassment Training Solutions.
