Uber’s CEO, Travis Kalanic, was pushed by out shareholders recently for not quickly resolving Sexual Harassment problems in his organization. For a small business, what volume of settlement costs and legal fees could your organization sustain from such claims? How do you know whether the training you obtain to minimize your risk is compliant?
In 2004, California Assembly Bill 1825 was passed, requiring supervisors working in CA to complete anti-harassment training every two years. Updates in 2016 by Assembly Bill 1661 expanded requirements for the training, including how online training or webinars have to be conducted.
For a company with 50 or more employees, all supervisors are required to be trained every two years. However, the definition of a supervisor is much broader than you might assume. Business owners and managers are usually surprised to learn that it is not an employee’s job title or their exempt status that determines if they must receive training. Training must be provided to all employees who have “supervisory authority,” a broadly defined term in California. It generally includes anyone having the authority to exercise independent judgment to:
- Hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees;
- Direct the work of other employees or adjust their grievances; or
- Effectively recommend any of these actions
Lynn Fernbaugh, our Sr. Human Resource Manager, is our expert in all things HR and leads engaging, interactive training webinars that meet all of California’s Sexual Harassment training requirements.
Our next webinar will be held July 27 at 9:00 AM PST.