The SACC Finds A New Way to Help Your Business

California has updated its labor laws with SB 1343. This requires all businesses with 5 or more employees to train everyone in their organization on Workplace Harassment, Discrimination, and Retaliation.

Recognizing the difficulty of offering this to employees while maintaining your bottom line, the Chamber has partnered up with a national leading online educational and compliance company, myCEcourse.com.

Our partnership provides a simple, effective, and affordable solution to meet these new laws!

You can potentially save thousands with this new per-company training solution, compared to the old per-employee training programs you may have seen.

Members:

Login to obtain a 25% member discount

Non-member:

Use code SACCGuest and receive a 5% discount on all your purchases.

What's included:

Multi Language:

  • English

  • Spanish

  • Japanese

  • Chinese

  • Hearing Impaired

2 Hour Manager Version​

1 Hour Employee Version

Which employers must provide training?

By January 1, 2021, ALL employers with 5 or more employees are now required to provide:

  • Two hours of eLearning or other effective interactive training and education regarding sexual harassment to all supervisory employees

  • One hour of eLearning or other effective interactive training and education regarding sexual harassment to all nonsupervisory employees in California

When does the Employer have to provide this mandatory training?

  • Within six months of their assumption of a position.

  • Once every two years (Train your staff in 2020 and retrain in 2022​)

What is sexual harassment?

State regulations define sexual harassment as unwanted sexual advances, visual, verbal, or physical conduct of a sexual nature. This definition consists of many forms of offensive behavior including gender-based harassment of a person of the same sex as the harasser. The following is a partial list of prohibited behavior:

  • Visual conduct: leering, making sexual gestures, displaying sexually suggestive objects or pictures, cartoons or posters.

  • Verbal conduct: making or using derogatory comments, epithets, slurs, and jokes. Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual.

  • Physical conduct: touching, assault, impeding or blocking movements.

  • Offering employment benefits in exchange for sexual favors.

  • Making or threatening retaliatory action after receiving a negative response to sexual advances.

What training do employers have to provide?

Employers must provide sexual harassment prevention training in a classroom setting, through interactive E-learning, or through a live webinar. E-learning training must provide instructions on how to contact a trainer who can answer questions within two business days.

Any training must explain:

  • The definition of sexual harassment under the Fair Employment and Housing Act and Title VII of the federal Civil Rights Act of 1964;

  • The statutes and case-law prohibiting and preventing sexual harassment;​

  • The types of conduct that can be sexual harassment;

  • The remedies available for victims of sexual harassment;

  • Strategies to prevent sexual harassment;

  • Supervisors’ obligation to report harassment;

  • Practical examples of harassment;

  • The limited confidentiality of the complaint process;

  • Resources for victims of sexual harassment, including to whom they should report it;

  • How employers must correct harassing behavior;

  • What to do if a supervisor is personally accused of harassment;

  • The elements of an effective anti-harassment policy and how to use it;

  • “Abusive conduct” under Government Code section 12950.1, subdivision (g)(2).

  • Discuss harassment based on gender identity, gender expression, and sexual orientation, which shall include practical examples inclusive of harassment based on gender identity, gender expression, and sexual orientation.

Finally, any training must include questions that assess learning, skill-building activities to assess understanding and application of content, and hypothetical scenarios about harassment with discussion questions.

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