SB 1343: California's Sexual Harassment Training Requirements

Navigating SB 1343: California's Sexual Harassment Training Requirements

California's approach to sexual harassment prevention evolved significantly, with Senate Bill 1343 (SB 1343) which introduced key changes to the former legislation. Let's delve into the alterations made to AB 1825 and the subsequent amendments that shape the current landscape of sexual harassment training in the state.

Revamping AB 1825:

SB 1343 brings a transformation to the previous norms established by California AB 1825, which mandated sexual harassment training solely for supervisors in companies with fifty or more employees. Under AB 1825, supervisors were required to complete a minimum two-hour sexual harassment prevention training program within six months of hire or promotion to a supervisory role. Subsequently, these individuals needed to undergo the training every two years following their last completion date.

Building Upon AB 2053:

The journey of change continues with SB 1343 building upon the foundation laid by AB 2053 in 2014. AB 2053 introduced the prevention of abusive conduct to the Government Code, defining it to encompass verbal abuse, derogatory marks, insults, and hostile or offensive verbal and physical conduct.

Expanding to Non-Supervisory Employees:

SB 1343 extends the training requirements beyond supervisors, now encompassing non-supervisory employees. These individuals are mandated to undergo one hour of sexual harassment education and training within six months of their hire date, with subsequent courses required every two years from their last completion date.

Inclusion of Temporary Employees:

A noteworthy addition introduced by SB 1343 is the mandatory training for temporary employees. Employers are now obligated to provide sexual harassment training to any seasonal or temporary employee hired for a period of fewer than six months. This training must be completed within 30 calendar days of the hire date or within the first 100 hours worked, whichever comes first.

Compliance Deadline and Special Considerations:

As of January 1, 2020, employers with five or more employees must ensure compliance with the new training requirements. However, employees who received training after January 1, 2019, were granted an extension, moving the deadline to January 1, 2021. A special provision exists for employees of temporary services providers, as defined in Section 201.3 of the Labor Code, where the training responsibility falls on the temporary services employer, not the recipient of the services.

Essentials of Sexual Harassment Prevention Training:

For employers with five or more employees in California, the requirements include:

• A two-hour harassment training for supervisors.
• A one-hour course for nonsupervisory employees.
• A designated course for short-term employees, completed within 30 calendar days of their hire date.

Understanding not just who must undergo the training and by when, but also the essential content it must cover, is crucial. The requirements aim to establish a baseline for creating a workforce that is both trained and educated in preventing sexual harassment, contributing to the cultivation of a harassment-free workplace.