It’s amazing that in 2014 we’re still talking about harassment, but it’s still causing massive lawsuits and destroying productivity, says “recovering litigator” Jonathan A. Segal. And training managers and supervisors is still the key to preventing it.
Category: California Harassment
California sexual harassment training is just one part of the puzzle—you also need smart internal investigations and consistent treatment of employees to stay out of legal trouble.
Free White Paper Download: Training Your New Supervisors: 11 Practical Lessons
“What do you think of when someone refers to sexual harassment? In California, and under federal law, sexual harassment covers a wide variety of behavior–from unwanted sexual attention, to offering favorable treatment in exchange for sex, to sex-related teasing that fundamentally changes the workplace environment, to general hostility directed towards someone because of that person’s sex—even if the hostility itself is not of sex-based origin or [sex-]based terms.” Nicole Legrottaglie explained in a recent CER webinar.
As a California employer, are you legally obligated to have sexual harassment training? Actually, the answer is yes. AB 1825 requires California employers with 50 or more employees to conduct sexual harassment prevention training every two years. It’s also just good business sense, since employers can be held liable for employee actions.
Yesterday, we told you how clothing retailer Abercrombie & Fitch landed in legal hot water for concluding that a religious headscarf known as a “hijab” was inconsistent with the “Abercrombie look.” Today, the details of the settlement—and some tips for avoiding similar problems at your workplace.
Yesterday’s CED featured attorney Jonathan Segal’s suggestions for antiharassment training; today, his “5 Rs” for managers—plus an introduction to a can’t-miss event coming up in a few weeks for California HR professionals.