Prevention of Sexual Harassment for Employees in California

In sexual harassment in remote workplace settings, problems show up in DMs, chat threads, late-night texts, video calls, and off-platform asks. Save evidence, mute or block, and report through policy channels. Train managers on triage and non-retaliation. Align your program with California sexual harassment training law, set chat norms, practice bystander steps, and document every action and follow-up.

California AB 1825 training requirements establish a baseline supervisor program delivered on a defined cadence with interactive scenarios and Q&A. Strong training helps leaders spot risk, coach teams, and respond consistently. Lapses raise exposure and can trigger California harassment training penalties. Maintain records of dates, rosters, syllabus, and facilitator credentials, and sync refresh cycles with onboarding and promotions to keep coverage continuous.

California AB 2053 sexual harassment training adds “abusive conduct” coverage, addressing bullying that damages culture even when not unlawful harassment. To meet California mandatory harassment training expectations, include protected classes, reporting paths, anti-retaliation, and scenario practice. Online delivery is acceptable if interactive, accessible, and tracked. Offer Q&A, knowledge checks, and clear documentation so completions map cleanly to your biennial schedule.

California SB 396 training requirements expand content to transgender rights, gender identity, and gender expression. Update the harassment training curriculum California expects to cover respectful language, pronouns, facilities access, stereotyping, and bystander skills. Post the state “Transgender Rights in the Workplace” notice, train supervisors to handle complaints and accommodations, and audit remote-work tools and chats to catch misgendering or exclusion early.

California SB 1343 training requirements extend coverage to smaller employers and set distinct durations for supervisory and nonsupervisory staff. The California employer training mandate expects training within set onboarding windows and at regular refresh intervals. Provide interactive lessons, track completions, and include temps and seasonal workers. Reinforce with clear policies, multiple reporting options, and a no-retaliation pledge that leadership actively enforces.

California SB 778 training requirements clarify deadlines and let compliant prior-year courses apply to the next cycle, simplifying scheduling. New hires and newly promoted supervisors must still be trained within defined windows. Using online sexual harassment training is fine when it is interactive, supports Q&A, and records completion. Keep rosters, syllabi, and facilitator details ready for audits and policy reviews.

Harassment in California workplaces includes any unwelcome behavior based on a person’s sex, gender, gender identity, sexual orientation, race, religion, or other protected traits. It can be verbal, visual, physical, or written, and does not have to be sexual in nature. Even a single severe incident or repeated inappropriate behavior can qualify as harassment if it creates a hostile work environment or affects an employee’s ability to perform their job.