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Abiding by Sexual Harassment Laws Under California Employment Law

California Labor Laws cover a wide range of statutes whose aim is to not only protect the well-being of the employees but to also bring a balance between the business sectors and labor without disregarding the privileges of businesses. Sexual Harassment Law is just one of the many statues discussed on the California Labor Laws. These laws aim at safeguarding all employees against harassments like sexual harassments that they may receive while in their line of duty. Such harassments may inhibit the worker’s ability to perform his or her task. And that’s why the California Labor Laws mandate all companies take their supervisors and managers for a two-hours sexual harassment prevention training that occurs after every two years to avoid such harassment cases in their workplaces.

With that said and done, here are some of the requirements that every company or industry out there should have to ensure that they are acting in accordance with the Sexual Harassment Law under the California Hostile Workplace Laws.

One question that every company and industry in California ask is whether the law covers them. But it is good to note that the California Labor Laws protects firms and companies that have 50 or more employees. IN addition to that, the California Labor Law covers all companies with independent workforces and service providers on temporary working terms; so if your company has 40 workforces on permanent working conditions and 10 or more temporary independent services providers, you are covered by the law.

California Labor Law requires all supervisors and managers to attend the sexual harassment prevention training that is held after two years. In California, however, the definition of the word supervisor is very broad. For instance, the California Fair Employment and Housing Act define supervisors as individuals who have the right to hire, suspend, transfer, promote other workers or the duty to direct them, listen to their grievances and effectively ratify without being biased. Apart from that, employers who take part in decision-making process, but do not make the final decisions, are required to receive training on the sexual harassment prevention training as they are considered to be supervisors under the law.

As mentioned earlier, sexual harassment prevention training occurs after every two years for only two hours. This training is provided by professional trainers or educators who are well versed in everything that has to do with prevention of harassment, discrimination, and retaliation. The mode of delivery of the course plays a significant part. Thus as an educator you need to maintain a vibrant classroom that allows for the students to air out their comments and also offer videos in your lessons. What is required of you as a trainer to provide an interactive class is to allow for role-playing, responding to the learners questions and administering exams after the training is over.

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