According to the law, the sexual harassment prevention training must provide:

  • One-hour session for all non-supervisory employees
  • Two-hour session for all supervisory employees
  • Training must be interactive
  • Training must include practical guidance and information about State and Federal laws, including prevention and remedies for victims
  • Non-English-speaking workforce must receive training in languages they speak (ask us about our Spanish training courses)
  • Companies must train new hires or those who have been promoted to management within six months of hire or promotion date
  • Training must be repeated every two years
  • The California Department of Fair Employment and Housing (DFEH) provides great resources on this topic.

California HR Services’ training includes the
DFEH required components:

  • The definition of sexual harassment, discrimination and retaliation under the Fair Employment and Housing Act and Title VII of the federal Civil Rights Act of 1964;
  • The types of conduct that can be considered inappropriate and risky;
  • Strategies to prevent sexual harassment, discrimination and retaliation;
  • Practical examples of harassment;
  • Resources for victims, including to whom they should report it;
  • What to do if a supervisor is personally accused of harassment;
  • “Abusive conduct” under Government Code section 12950.1, subdivision (g)(2).
  • 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.
  • The statutes and case-law prohibiting and preventing sexual harassment, discrimination and retaliation;
  • The remedies available for victims of sexual harassment, discrimination and retaliation;
  • Supervisors' obligation to report harassment, discrimination and retaliation;
  • The limited confidentiality of the complaint process;
  • How employers must correct harassing behavior;
  • The elements of an effective anti-harassment policy and how to use it;
  • 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.