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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 have put sexual harassment in the forefront of 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 really 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.

  • 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

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.

  • 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 acknowledgment 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

  • California Managers, Supervisors, and Leadership from California Companies with 50+Employees
  • All Business Owners, Company Leadership and Board of Directors (CFO, COO, CEO)
  • Federal Contractors
  • Department Heads
  • Human resources professionals
  • Compliance professionals
  • Payroll professionals
  • Managers/Supervisors & new and potential Managers
  • Office Managers responsible for HR responsibilities

Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for a defense contracting technologies firm, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural. Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives like International Privacy Issues, Drafting & Implementing policies, Reviewing and Amending Global Employment Policies, Cross-Border Reductions in Force and Restructurings, Multi-jurisdictional employee investigations, Immigration, Global Diversity Programs, Expatriate Legal Issues and General Data Protection Regulations (GDPR). Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to professionals, business owners and companies interested in having their company compliant with workplace and industry regulations. Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE).

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