Sexual Harassment Prevention Training is now mandatory for all California businesses. Are you prepared for the new law?
 
Assembly Bill 1825 - Signed into law in September 2004

 Last month Assembly Bill 1825 was signed into law. This law mandates that any California business employing 50 or more people, including contracted employees, must provide documentation that they have provided appropriate and interactive training and education in the prevention of sexual harassment. Let’s take a look at the new law and how businesses can benefit when they have a comprehensive zero tolerance sexual harassment policy.

Highlights of AB 1825:

  • By January 1, 2006, businesses must provide at least two hours of effective classroom or interactive training and education regarding sexual harassment to all supervisory employees.
     
  • New supervisors must have this training within six months of assuming their new position.
     
  • After the 2006 date, supervisors must have training every two years.
     
  • The training and education required must include “information and practical guidance” regarding the federal and state laws and the remedies available to victims of workplace harassment.
     
  • This education should include “practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation”.
     
  • Education and training in this area must be presented by educators and trainers who have expertise in the areas of sexual harassment, discrimination and retaliation.
     
  • Supervisors that have been trained in 2003 or 2004, with programs that meet AB1825 standards, will not need to be retrained until 2005.
     
  • This law “is intended to establish a minimum threshold and should not discourage” any employer from providing longer, more frequent and more extensive education regarding harassment or any form of unlawful discrimination.
     
  • The workplace has an obligation to take all reasonable steps necessary to prevent and correct harassment and discrimination.

    What steps can employers take to be in compliance with the new law?

    1. Decide who will do the training. Take into consideration the quality standards and required expertise of those conducting the training. Experts that can facilitate appropriate discussions and development of skills and competencies to avoid issues of harassment and discrimination will be of immense value to your organization.

    2. Set up an auditing procedure for your training of employees after you decide who needs to be trained.

    3. Draw up a training schedule for the company and for individual employees.

    4. Save the physical sign-in sheets at each training and maintain a record in the files of your employees as part of their development plan.

    The cost of sexual harassment and discrimination is great for all businesses. Not only are the financial tolls great, but the emotional climate and morale of employee’s impacts the success of the organization, work satisfaction and productivity of employees.
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    Sexual Harassment Prevention and Education Training for Your Company

    Outside the Lines, Inc. can provide comprehensive and effective Sexual Harassment Prevention and Education Training for your organization. Our sexual harassment consultant surpasses the needed expertise in meeting the new guidelines and laws pertaining to sexual harassment. Our consultant's training sets a firm foundation of understanding for your employees regarding these complex and important issues. She will help your employees feel confident and competent in intervention and prevention by building the skills necessary to handle the most sensitive of situations.

    The toll of sexual harassment is costly both emotionally and financially. Organizations may not be aware of situations and policies that may impact this issue. Educating employees about the current laws regarding sexual harassment and toxic workplace issues is not enough. Employees put preventive knowledge into everyday practice when they have learned about the consequences of sexual harassment through a variety of educational experiences that make it pertinent to their work-life.

    At our workshops, attendees will learn about the current law and how it impacts both the employer and employee. Using videos, demonstrations, group interaction and exercises, they will leave the workshop with understanding, skills and communication tools to identify, prevent and intervene in harassment situations that interfere with their workplace satisfaction and effectiveness.

    Education & Training Classes are conducted by Holly Seaton, Ph.D.

    The Outside the Lines, Inc. workshop schedule is filling up for 2005, schedule yours today by calling 707.933.0687.

    click here to visit OTLConsulting.com

     

    Sexual Harassment Statistics in the Workplace

    Studies suggest anywhere between 40-70% of women and 10-20% of men have experienced sexual harassment in the workplace.

    Approximately 15,000 sexual harassment cases are brought to the Equal Employment Opportunity Commission (EEOC) each year. According to the EEOC, the number of sexual harassment complaints filed by men has more than tripled in recent years. Currently, approximately 11% of claims involve men filing against female supervisors.

    A 1999 survey by the Society for Human Resource Management states that 62% of companies offer sexual harassment prevention training programs, and 97% have a written sexual harassment policy.

    A telephone poll conducted by Louis Harris and Associates on 782 workers revealed:

  • 31% of the female workers claimed to have been harassed at work
     
  • 7% of the male workers claimed to have been harassed at work
     
  • 62% of targets took no action
     
  • 100% of women claimed the harasser was a man
     
  • 59% of men claimed the harasser was a woman
     
  • 41% of men claimed the harasser was another man

    Of the women who had been harassed:
     
  • 43% were harassed by a supervisor
     
  • 27% were harassed by an employee senior to them
     
  • 19% were harassed by a coworker at their level
     
  • 8% were harassed by a junior employee

    The Costs of Sexual Harassment

    The following figures are from the total number of charge receipts filed and resolved under Title VII alleging sexual harassment discrimination as an issue.

    The data are compiled by the Office of Research, Information, and Planning from EEOC's Charge Data System - national data base.

    1992: $12,700,000

    1995: $24,300,000

    1998: $34,300,000

    2003: $50,000,000

    * Does not include monetary benefits obtained through litigation.

    Rulings Against Employers:
     
  • $650,000 - Fishman and Merrick
     
  • $3.5 Million - Baker and McKenzie
     
  • $257,500 - Charlie Gitto's Pasta House
     
  • $107 Million - Lucky's Food Stores
     
  • $34 Million - Mitsubishi
     
  • $45,000 - Thomas A. Troncalli
     
  • $206,000 - Betsy Ross Flag Girls  

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    For more information or to schedule your workshops, call us today at 707.933.0687 or email info@otlconsulting.com.