About The Event

California Employers! Effective January 1, 2018, California Certified Sexual Harassment Training for Current and New Supervisors by Qualified Trainer and Mandated by California Regulations including the New Transgender Regulations! Have You Conducted Your Training?

California Regulations AB 1825, CA 2053 and the California Fair Employment and Housing Council (FEHC) Mandates Sexual Harassment Training including Transgender & Gender Equity for California Employers with 50 or More Employees. This Mandated Training is for Current, Newly Hired and Promoted Supervisors!

What's Included in this Course

• New video scenarios by celebrities we know who will make the course interesting and thought provoking
• 3 Hour HRCI/SHRM Certification Credits
• Sexual Harassment Policy Template
• Transgender, Gender Equity, Gender Expression and Sexual Orientation Policy Template
• Transgender Transition Internal Compliance Checklist
• Legal Handouts, Resources and Tools
• Certification Document Validating Attendance and Passing this course

Requirement Criteria-California requires all Employers with 50 or more employees to provide sexual harassment training to their supervisors/managers as part of regulations AB No. 1825 for several years. Effective, January 1, 2018, the sexual harassment training regulation has expanded to include specific transgender topics. This new regulation enhances the previous requirements. To be compliant with regulations, the Trainer must be qualified to conduct this training. Margie Faulk, PHR, SHRM-CP, Compliance Officer for HR Compliance Solutions, is qualified and certified to conduct this training. Have your supervisors/managers trained by a qualified compliance professional to meet your requirements!

Unfortunately, recent media and political cases has put sexual harassment in the forefront in the workplace. If you thought sexual harassment and workplace violence was getting better, I am sure you were very disappointed. Additionally, some of the men in the workplace who were realistically concerned about the rise in sexual harassment accusations were also concerned that what they used to do or still do would now be used against them. Moreover, supportive men in the workplace were in fear of how these allegations would impact them in the future.

The state of California is one of the states with the strictest regulations on sexual harassment since 2006. At that time, AB 1825, CA 2053 and CA FEHA Training Requirements were instituted which obligates Employers (with 50 or more employees in California) to provide specific training for supervisors on sexual harassment and in fact, outlined the regulations, were guidelines about what the training should include, number of hours, number of times per year and the tracking of attendance of current supervisors and new supervisors within 6 months of hire or promotion.

Supreme Court decisions and the current EEOC Guidelines make it clear that employers need to go beyond simply having an anti-harassment policy. Employers must provide training to ensure every manager and employee understands the organization's harassment policy. Employers must show due diligence relative to controlling workplace harassment. Every employee should be trained on what harassment is, and what to do about harassment, if they see it happening to them or anyone else.

Managers and supervisors must be aware of their liability and their responsibility to control harassment. They need to know how to prevent sexual, and other forms of workplace harassment, and what steps to take if harassment claims are made.

Per the regulations, the learning objectives of the training mandated by Government Code section 12950.1 shall be:

• To meet the California state regulations AB 1825, AB 2053, SB 396 regarding providing sexual harassment training to supervisors/managers and newly hired/promoted supervisors within 6 months of hire/promotion and every 2 years;
• To assist California employers in changing or modifying workplace behaviors that create or contribute to "sexual harassment," as that term is defined in California and federal law;
• to provide trainees with information related to the negative effects of abusive conduct (as defined in Government Code section 12950.1(g)(2)) in the workplace; and
• to develop, foster, and encourage a set of values in supervisory employees who complete mandated training that will assist them in preventing, and effectively responding to incidents of sexual harassment, and implementing mechanisms to promptly address and correct wrongful behavior." (§11024(b))
• To provide sensitivity, protection and restroom safety as per OSHA Best Practices for establishing transgender guidelines;
• To track attendance of required sexual harassment & transgender training od supervisors/managers to validate compliance regulations.

Areas Covered (as required by California state regulations to be a qualified sexual harassment & transgender protection training):

• FEHA and Title VII definitions of unlawful sexual harassment (employers may wish to define and train on other forms of harassment and discrimination).
• Federal and state statutory and case law principles.
• The types of conduct that constitute harassment.
• Harassment prevention of lesbian, gay, bisexual and transgender (LGBT) employees—as well as those who are perceived as LGBT.
• Prevention of abusive conduct.
• Available remedies for victims of harassment via civil actions and the potential liability for employers and individuals.
• Harassment prevention strategies.
• Supervisor's personal obligation to report any harassment, discrimination or retaliation immediately on becoming aware.
• Practical illustrative examples of harassment (real cases or hypotheticals) using role plays, case studies, group discussions or other methods.
• An explanation of limited confidentiality during the harassment complaint and investigation process.
• Resources for victims (such as to whom they should report harassment).
• Appropriate remedial steps to correct harassing behavior, including the employer's obligation to effectively investigate harassment.
• What a supervisor should do if accused of harassment.
• Essential elements of an anti-harassment policy including the supervisor's role in the complaint procedure (provide the supervisor with a copy of the company's harassment prevention policy and obtain acknowledgement that he or she has received and read the policy).
• Other mandatory sexual harassment and transgender topics that must be included as per California state regulations

Who Should Attend

• All California Employers with 50 or more employees are required to attend this course and pass the requirements;
• CEO
• CFOs
• Board of Directors
• Supervisors/managers from other states can benefit from attending this course;
• HR Professionals can benefit from the training and the certification credits to meet re-certification requirements
• Potential Supervisors/Managers employed in California
• Professionals from all industries and all states
• Any Employer interested in reducing their risk by training employees on sexual harassment avoidance
• Program Managers, Office Managers (with HR Roles)
• HR Workplace Compliance Professionals (Officers, Directors, Managers and Specialists)
• Senior HR Professionals

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