California FAQ's
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Find answers to the most commonly asked questions about our online sexual harassment training course. Chances are if you're experiencing a problem or need help, the solution will be here. Please make sure to look through all of the F.A.Q Knowledge Base before contacting us to ensure you get what you need as soon as possible. If you're unable to find an answer to your question, then contact our support team.
California takes sexual harassment very seriously, and it is against the law. Despite greater awareness of sexual harassment and its harms, many workers are still subjected to harassment because of their sex or other protected characteristic. These trainings are legally required and designed to educate or remind everyone about what is – and is not – acceptable behavior in the workplace.
DFEH accepts complaints from employees that their employers have not complied with the law requiring that sexual harassment prevention training be provided. Complaints filed with DFEH after January 1, 2021, regarding an employer’s failure to provide required sexual harassment and abusive conduct prevention training will be reviewed in light of the totality of the circumstances, which may include the availability of DFEH’s online training courses or the availability of qualified trainers. If DFEH finds that the law has been violated, it will work with employers to obtain compliance with the law.
For employers of 5 or more employees, all supervisory and nonsupervisory employees must be trained. Nonsupervisory employees must receive 1 hour of sexual harassment and abusive conduct prevention training and supervisory employees must receive 2 hours of sexual harassment and abusive conduct prevention training.
Once every two years.
All employees must receive training by January 1, 2021. Employers of 50 or more employees have an existing and ongoing obligation to train new supervisory employees within six months of assuming their supervisory position. Beginning January 1, 2021, new supervisory employees in workplaces of 5 or more employees must be trained within six months of assuming their supervisory position, and new nonsupervisory employees must be trained within six months of hire. Employees must be retrained once every two years.
Yes. Beginning January 1, 2021, if you were hired to work for less than six months, you must be trained within 30 calendar days from when you began working or 100 hours of work, whichever occurs first.
The training must include information and practical guidance regarding federal and state law concerning the prohibition against, and the prevention and correction of, sexual harassment and the remedies available to victims of sexual harassment. The training must also include practical examples of harassment, discrimination, and retaliation, as well as information about preventing abusive conduct and harassment based on sexual orientation, gender identity, and gender expression.
No. DFEH is offers resource to help employers meet their obligation, but you do not have to use one of DFEH’s trainings to satisfy the training requirements. You can use your companies training if they have one or you can take getharassmenttraining.com training to satisfy the training requirements.
Your employer may require you to submit a certificate of training completion. Please consult your employer for direction.
No. California law specifies that, “An employer... shall provide” sexual harassment and abusive conduct prevention training. Gov. Code 12950.1(a)-(b). It is the employer’s – not the employee’s – responsibility to provide the required training, including any costs that may be incurred. This language also makes clear that employees may not be required to take such training during their personal time; the training must be “provided” by the employer as part of an individual’s employment.
Getharassmenttraining.com offers corporate training options with bulk code purchase for staff, we can also provide a private training portals for large companies. For more information on this please contact us by email.