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AB 1825 Quick Facts
California law AB 1825, requires companies with 50 or more employees (which includes F/T & P/T employees and contractors) to provide training on the prevention of sexual harassment, discrimination, and retaliation to all supervisory employees. This law became effective January 2005.
Anyone in the company who has authority (significant influence) over others meets the criteria as a supervisor per AB 1825 guidelines. It generally includes anyone having the means to: hire, transfer, suspend, lay-off, fire, promote, assign, reward, or discipline other employees.
Supervisors need to be re-trained every 2 years beyond their initial training. Also, new supervisory employees need to receive training within 6 months of assumption/promotion to a supervisory position. Initial training mandated that by January 1, 2006 all supervisors employed as of July 1, 2005 were required to have received training.
Training must be a minimum of 2 hours and delivered via classroom or other effective interactive training method. Live trainer-led courses are highly recommended as they are generally more effective, though certain online or web-based training is acceptable.
Please click here to register for training
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FREQUENTLY ASKED QUESTIONS
What
• What is AB 1825?
California law AB 1825, requires companies with 50 or more employees
(which includes F/T & P/T employees and contractors) to provide training
on the prevention of sexual harassment, discrimination, and retaliation
to all supervisory employees. This law became effective January 2005.
• What is involved in the training and how long is the training?
The Department of Fair Employment and Housing (DFEH) requires that training
be a minimum of 2 hours and be presented in an "interactive" method.
Online or web-based courses may qualify as interactive if they meet
certain criteria. However, we highly recommend live training in a
classroom environment as it is a more effective form of training to clients.
- students have the benefit of a knowledgeable trainer who facilitates,
- questions can be answered in the proper context,
- the overall learning experience is enriched because of the diversity of the attending client base
• What does the training involve and how much is it?
We incorporate a relational approach centered on training each person to
gain a greater understanding of what sexual harassment is and how to prevent it.
We utilize modern case studies and interactive scenarios, while utilizing
best teaching practices. The cost of the training is determined by the
number of students and any specific company requirements and needs.
Providing quality training for your organization is our priority.
Please click here for additional info.
Who
• Who is considered a supervisor?
Anyone in the company who has authority (significant influence) over
others meets the criteria as a supervisor per AB 1825 guidelines.
It generally includes anyone having the means to: hire, transfer,
suspend, lay-off, fire, promote, assign, reward, or discipline other
employees. If you are responsible for one or more of these areas,
you would still be considered a supervisory role by the state of
California, even if you may not have a supervisory title.
• Who will be instructing the class?
All trainers are certified Apex HR consultants who:
- have in-depth knowledge of sexual harassment prevention
- are highly skilled in communication and delivery of this material
• Who needs to take this class?
Companies that have 50 or more employees, all supervisory
level staff who are located in the state of California.
How
• How long does the class need to be and what does it mean to be "interactive?"
Training must be a minimum of 2 hours and delivered via classroom or
other effective interactive training method. Live trainer-led courses
are highly recommended as they are generally more effective, though
certain online or web-based training is acceptable. Interaction
involves communication and dialogue between a trainer and/or subject
matter expert and the student. Of course, the interactive process
is more effective via live instruction than via an online or
web-based training format.
• I recently completed my AB 1825 class so do I need any additional training?
Supervisors need to be re-trained every 2 years beyond their initial
training, to be informed and stay current with updated guidelines in this field.
• I just became a supervisor, when do I need to have this training completed?
Employees that become promoted to a supervisor lever or higher must
complete training within 6 months of assuming that supervisory role.
• Are there new regulations for AB 1825?
Yes, in 2007, the Federal Employment and Housing Commission (FEHC) changed
how it interpreted AB 1825 in California. A revision was required because
the California Office of Administrative law rejected the language because
of vague definition concerning what determined a "subject matter expert"
and a "qualified trainer." On February 27, 2007, the FEHC gave additional
insight as to what they perceived the language to be.
Please click here for more info.
Where
• Where can I find recent updated requirements since I last took the training in 2005 for California employers?
Apex reviews and incorporates latest updates and legal developments in
our training to keep our clients well informed.
New updates and case studies have been passed. On February 27, 2007,
the Fair Employment and Housing Commission (FEHC) modified their
definition of Sexual Harassment Training and Education.
Please click here to see what's new.
Why
• Why do I need to have this training completed, I just became a supervisor recently?
Employees that become promoted to a supervisor level or higher must
be complete training within 6 months of assuming that supervisory role.
• Why can an employee in my company file a sexual harassment even if they were not directly harassed?
Employees can still be technically harassed if they are in a workplace
that is considered hostile and offensive. This type of harassment is
called third party harassment.
• Do I need to train my non-supervisory employees?
It is not required, however we highly recommend this training for companies.
Training is one of the most effective and cost-effective ways to change
behavior, especially questionable or bad behavior.
A one hour course gives employees an overview of sexual harassment and
also trains on how to conduct themselves in a responsible and respectful
manner. This training gives the employer an added level of liability
protection. Informed employees also know what the proper procedures
are and this knowledge can help safeguard against false claims.
• I have a small company do I still need an employee handbook?
It is highly recommended that companies, regardless of size, create a handbook
to serve as a central source of information for the employee.
Employers are required to follow certain employment policies and
agreements with their employees. Some laws such as AB 1825 are
specific to companies of a certain size.
• How do I determine if my manual is up to date?
Apex advisors can review and assist in updating your handbook based on your
current needs and company standards.
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