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Acting in Accordance with Sexual Harassment Law Under California Hostile Workplace Laws.

californialaborlaws27Jun 2, 2018, 12:41:16 AM

California Labor Laws are very diverse, but all of them play a crucial role in protecting the privileges of employees and bring a balance between the business sector and labour without meddling with the freedoms of businesses. One of the laws covered under the California labour laws is known as the Hostile Work Environment Laws. These laws aim at safeguarding all employees against harassments like sexual harassments that they may receive while in their line of duty. In most cases, these harassments interfere with the employee's ability to carry out his or her task. Read more about Workplace Laws from hostile work environment. To prevent such harassments cases from happening; the California Labor Laws requires all supervisors and managers to attend a two-hour sexual harassment prevention training that is carried out after two years.

With that said and done, here are some of the requirements that every company or industry out there should have to ensure that they are acting in accordance with the Sexual Harassment Law under the California Hostile Workplace Laws.

One question that every company and industry in California ask is whether the law covers them. But it is good to note that the California Labor Laws protects firms and companies that have 50 or more employees. IN addition to that, the California Labor Law covers all companies with independent workforces and service providers on temporary working terms; so if your company has 40 workforces on permanent working conditions and 10 or more temporary independent services providers, you are covered by the law.

California Labor Law requires all supervisors and managers to attend the sexual harassment prevention training that is held after two years. In California, the meaning of supervisor varies. For example, the California Fair Employment and Housing Act considers a supervisor as a person who has the authority of not only hiring, suspending, transferring and promoting other employees but also as a person who has the right to guide them and attend to their needs efficiently without being biased. To read more about Workplace Laws, visit california labor laws. Apart from that, employers who take part in decision-making process, but do not make the final decisions, are required to receive training on the sexual harassment prevention training as they are considered to be supervisors under the law.

As previously stated, prevention of sexual harassment course only runs after the lapse of two years, and the session lasts for only two hours. Only experts at stopping harassment, retaliation and discrimination are used in training the sexual harassment prevention course.How the training is delivered also matters.For this reason, trainers and educators must use interactive forums where they show supervisors a video, offering them a lecture and asking them to point out something that would not meet the requirement. In short, the interactive session involves asking questions, answering each one of them, role-playing and testing the participants at the end of the training session to gauge what they learned. Learn more from https://www.britannica.com/topic/labour-law.