October 30, 2013 Category: Sexual Harassment
California’s AB 1825 mandates sexual harassment prevention training for certain employers and supervisors in our state. While the law has been in place since 2005, it appears that many individuals are only now becoming aware of the requirements of this statute.
AB 1825 requires agencies and companies with 50 or more employees to provide this training for all supervisors. The companies are also told to document attendance of these supervisors at the training. Audits are to be conducted by the California Fair Employment and Housing Commission to make certain compliance with the training takes place.
Sexual harassment lawsuits have been recently filed against the cities of Los Angeles and San Diego. In Los Angeles the mayor responded that he would enforce the provisions of AB 1825 – despite the law already having been in place for eight years. In San Diego, an attorney representing the mayor accused of sexual harassment asked that the city pay the mayor’s legal defense bills. This novel request was made because the mayor claimed to have not received the required sexual harassment training within at least the first six months of taking office.
Companies may soon begin to realize that the failure to provide this sexual harassment prevention training will make their position legally more difficult. Companies may also soon implement zero-tolerance procedures regarding failures to abide by the mandates of AB 1825.
The fact that California has put into place such a law suggests that even legislators understand how serious the problem of sexual harassment at the work place really is. And that businesses and agencies are lax in providing the training demonstrates why employees exposed to sexual harassment continually are contacting lawyers to discuss their legal options.
Source: The Bakersfield Californian, “Sexual harassment prevention training not ‘optional’,” Holly Culhane, Oct. 28, 2013