Under the administration of the Department of Fair Employment and Housing (“DFEH”), California’s current law requires all employers with 50 or more employees to provide at least two hours of sexual harassment prevention training to all of its supervisory employees, and once every two years thereafter. In addition, all newly hired supervisory employees must receive the training within six months of being hired.
As most California employers know, the existing law was amended last year which added a requirement that training and education discuss the issues concerning harassment based on gender identity, gender expression, and sexual orientation. The same amendment also expanded the definition of “individual with employment barriers” to include transgender and gender nonconforming individuals. However, these changes were only the beginning.
As the “anti-sexual assault and women’s empowerment” movements such as #MeToo and Time’s Up have emerged and gained popularity since last year, three new bills were introduced and awaiting approval to expand the existing law even further. Senate Bill No. 1343 in particular, if passed, will impose even more stringent rules on employers than the current version. The following is a digest of the new bill:
Employers with 50 or more employees
Employers with 5 or more employees
Supervisory employees only
All employees including temporary or seasonal
Two hours of training to supervisory employees
Two hours of training to supervisory employees; one hour of training to all non-supervisory employees
After the initial training session, once every two years thereafter
No Change, but the applicable employers must provide the initial training prior to January 1, 2020.
If signed by Gov. Jerry Brown, the new law will obligate many California employers to revise their employee handbook. However, the new law permits online video training courses, and will require DFEH to create the course materials as well as make them available on its website. In addition, the training may be conducted as a group or by individual.
Action Steps: All employers with 5 or more employees should monitor the progress of SB 1343, as it will bring significant changes for HR compliance. However, other than making the relevant changes on their handbooks, there will be no requirement to prepare new training material or create special programs.
©2022 Masuda, Funai, Eifert & Mitchell, Ltd. All rights reserved. This publication should not be construed as legal advice or legal opinion on any specific facts or circumstances. The contents are intended solely for informational purposes and you should not act or rely upon information contained herein without consulting a lawyer for advice. This publication may constitute Advertising Material.