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
- 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.
CA 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.