Whether you are in California, New York City, or other states that have a sexual harassment law in place, you will need to know what the requirements are for your business. You will also need to know how to comply with the law.
State laws requiring employers to provide sexual harassment prevention training
Several state laws require employers to provide sexual harassment prevention educational materials to employees. In New York, for example, employers with 15 or more employees must provide a program on sexual harassment prevention.
California SB 1343 expanded the sexual harassment educational materials requirements, expanding the law to require educational materials for non-supervisory employees as well. Non-supervisory employees must complete one hour of educational materials within six months of hiring.
Similarly, supervisors must complete two hours of focused harassment prevention educational materials within six months of starting a new supervisory position.
Some states require employers with more than 50 employees to provide interactive sexual harassment prevention educational materials. Find out more by clicking the link. All supervisors in executive branch agencies must receive educational materials.
In addition, employers must train managers and workers on discrimination and affirmative action. Educational materials must also include information on sexual harassment based on gender expression.
In Massachusetts, employers are encouraged to provide sexual harassment prevention educational materials to workers. Employers must also train all state workers who investigate complaints. In addition, employers must provide educational materials to all supervisors and workers who are covered under FEHA.
These educational materials must be interactive and include practical examples of harassment.
Requirements for California SB 778 and AB 1825
Both AB 1825 and SB 778 are California legislation requiring businesses to provide anti-harassment training to employees. The new legislation requires that employees receive sexual harassment training and that supervisors receive anti-harassment training.
The law aims to prevent sexual discrimination and retaliation in the workplace. It also extends the deadline for discrimination training to migrant and seasonal agricultural workers.
SB 778 specifies that non-supervisory employees must receive one hour of sexual discrimination prevention training within six months of hire. It also specifies that discrimination training be provided every two years. The law also specifies that migrant and seasonal agricultural workers must be provided training in 2020.
SB 778 also provides a one-year extension for non-supervisory employees to complete training. The law also requires employers to keep detailed records of courses. The materials used in courses must include videos, handouts, written responses, and the names of the trainers.
Requirements for New York City
Those who work in New York City and other New York State areas will have to take a course on sexual discrimination courses. The City’s Stop Sexual Discrimination in NYC Act applies to all New York City companies and contractors, and the state’s new discrimination law is now in effect. The city’s ordinance covers companies with 15 or more employees.
There are two ways to satisfy this requirement. You can either hire a company to provide the courses, or you can develop your own. If you decide to hire a third party, the courses may be deemed compliant if it meets the requirements of both the state and city.
The state’s Department of Labor has published a model policy to help employers meet state requirements. Model materials include course materials and a complaint form. These materials should be used as a starting point, and can be customized for individual businesses.
One of the easiest ways to satisfy this requirement is to use an online interactive module. This can be completed on your computer or smartphone. When you’ve completed the course, you’ll receive a certificate of completion. This certificate can be used to satisfy the requirements of your courses.
The City’s online module is 45 minutes long and contains various hypotheticals to help you understand the city’s discrimination law.
Requirements for minor employees
Whether you are an employer in New York State or not, you are required to train your employees and supervisors to prevent sexual discrimination. The New York State Department of Labor requires that every employee receive discrimination training, and that the training be delivered uniformly.
There are different requirements for minor employees. If you have minors under fourteen, you can choose to simplify your policy and training. The material should be based on the same curriculum.
In addition to discrimination training, there are several other laws that require training. These include FEHA, Title VII, and R.I. Gen. Laws ch. 28-51-2. Click the link: https://www.nyc.gov/site/cchr/law/the-law.page for more information about protected groups in New York. You may also need to train employees who work in other states.
NYC Local Law 96 (2018) was implemented in 2018. It outlines measures to address discrimination complaints and provides specific responsibilities of managers and supervisors. It also requires employers to train all workers, including part-time, seasonal, and temporary workers.