California requirement extended to Jan 1, 2021
Why Sexual Harassment Training?
- Prevent legal risks associated with sexual harassment.
- Protect your organization and managers’ reputations.
- Avoid expensive legal compliance penalties.
- Anti-harassment training is essential for educating employees on what is acceptable and unacceptable workplace behavior, and reinforcing the message that it is every individual’s responsibility to speak up and report incidents of harassment and retaliation.
- Training employees on how to recognize and respond to situations that can lead to sexual harassment – from the obvious to the subtle – is one of the most effective ways to foster a positive, respectful workplace. Training can also help organizations avoid costly harassment complaints that can damage their reputation, recruiting, retention, and bottom line.
- A healthy workplace is one that is free from bullying, discrimination, harassment, and retaliation.
Legal Requirements for California
- Sexual harassment is illegal in the workplace.
- All employers with ≥5 employees must provide training to all workers in the 2019 or 2020 calendar year.
- Supervisors are required to have 2 hours of training, and non-supervisors are required to have 1 hour of training.
- Includes part-time, temporary, and seasonal workers, as well as independent contractors.
- Actions against harassment
- Prevent and stop harassment
- Take all reasonable steps (such as policy assimilation and training) to prevent harassment from occurring.
- If harassment occurs, take effective action to stop further harassment and correct any effects of harassment.
- Create a policy and procedure
- Develop a harassment, discrimination, and retaliation prevention policy that meets certain requirements.
- Prevent and stop harassment
Training Sessions by UBF
- Legal experts consider classroom training with a live facilitator to be the most effective and defensible choice. Interactivity is essential, as is the trainer’s specialized qualifications and skills.
- Questions that assess learning, skill-building activities that assess application and understanding, numerous hypothetical scenarios, discussion questions.
- Content
- Definition of sexual harassment
- Legal principles
- Types of conduct that constitute harassment
- Include gender identity, gender expression, and sexual orientation. Also pregnancy, childbirth, breastfeeding, and related medical conditions.
- Prevent abusive conduct
- Remedies via civil action and potential liability for employer and employees
- Prevention strategies
- Supervisor’s personal obligation to report immediately on becoming aware
- Practical illustrative examples using role plays, case studies, group discussions
- Explanation of limited confidentiality during the complaint and investigation process
- Resources for victims (such as to whom to report harassment)
- Appropriate remedial steps to correct harassing behavior, including employer’s obligation to effectively investigate
- What a supervisor should do if accused of harassment
- Essential elements of an anti-harassment policy
- Attendees can obtain answers to questions during and after training
Why UBF?
- Our training takes a comprehensive and fresh approach. Training is provided on-site to ensure employees know how to make the right decisions and take the right actions if they experience or witness sexual harassment or other misconduct. We make learning fun with an interactive classroom and bite-sized videos presented in a newscast format. Episodes feature relevant scenarios that challenge employees to decide on the best approach to difficult, realistic work situations.
- Anti-harassment training is too important to be boring. That’s why our training uses the best elements of storytelling, video technology, and learning strategies to engage employees and drive positive behavior and decision-making.
- Conducted by a certified trainer with multiple years of service in HR
- Logistics
- 1-hour class for non-supervisory
- 2-hour class for supervisors
- Engaging
- Live, on-site training
- Interactive, engaging, entertaining
- Flexible
- Affordable
- UBF can assist with developing and implementing policies and procedures that:
- Prevent harassment, discrimination, and retaliation from occurring
- Take effective action to stop and correct harassment, if it occurs
- Meets all 10 legal requirements
- Ongoing consultation to help employer remain in compliance
- All employees who successfully complete the course will receive a certificate of completion. Your HR team will receive a master list of who attended and completed the course.
- Both sessions can cover specific matters related to your organization.
The Top 5 Benefits of On-Site Training with UBF
The added benefits of having UBF fulfill your in-house training needs include:
- Defensible: Providing on-site training ensures interactivity, satisfying the state requirements.
- Convenient: We bring the best trainers to your location to train your employees on-site.
- Tailored Program Content: The training can be customized for your employees and culture.
- Your Schedule: Flexible scheduling allows you to minimize disruption to the workday.
- Keeps Employees Up to Date on Current Company Protocols: UBF’s training service can be delivered twice a year to allow for new employees to satisfy the six-month window for training.
Contact us
1-800-UBF-8868 or e-mail us for a price quote.
Michelle Cheuk
Michelle Cheuk has her B.A. in Sociology from Wellesley College and M.A. in Sociology/Demography from University of North Carolina, Chapel Hill. At UBF, she is focused on marketing, business development, and project management. In her spare time, she enjoys parenting, going to the gym, and volunteering.
Michelle Cheuk has her B.A. in Sociology from Wellesley College and M.A. in Sociology/Demography from University of North Carolina, Chapel Hill. At UBF, she is focused on marketing, business development, and project management. In her spare time, she enjoys parenting, going to the gym, and volunteering.
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