The key points of the law are:
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Employers with at least five total employees (including temp/seasonal workers, as well as 1099 contractors) must provide:
(1) Two hours of sexual harassment prevention training to all supervisory employees; AND
(2) One hour of sexual harassment prevention training to all non-supervisory employees.
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The training must be done by January 1, 2020 (which means the training needs to occur in 2019).
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The training must occur within six months of the employee starting the position (and every two years thereafter), and may be conducted individually or as a group.
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Sexual harassment prevention training may be provided in conjunction with other training and may be given in shorter time segments, as long as the two-hour requirement for supervisory employees and the one-hour requirement for non-supervisory employees is met.
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The Department of Fair Employment and Housing (DFEH) will develop and make available online training courses for supervisors and non-supervisors to use. As before, employers may develop their own training platforms or use those of experienced training providers.
There is also a new requirement for temporary and/or seasonal employees that reside or work in California:
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Beginning January 1, 2020, for seasonal and temporary employees, or any employee that is hired to work for less than six months, an employer shall provide training within 30 calendar days after the hire date or within 100 hours worked, whichever occurs first.
To learn more about this law or find out how you can comply with the mandatory training, please reach out to your employment law counsel for more details.
