How long does a new manager have to complete the Preventing Harassment Course?

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To comply with AB1825, managers need to have the course assigned to them and completed within 6 months of hire or promotion.

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    Tracey Savorn

    ... and thereafter, Two Hours of Preventing Harassment Training Every Two Years.

    Supervisor versus Employee Course Version

    We often hear learners say they're not a supervisor and they don't think they should be taking the supervisor version. A 'supervisor' is defined broadly and therefore, it's best to err on the side of taking the supervisor version when in doubt. A supervisor is generally defined as anyone having the authority to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or the responsibility to direct them, adjust their grievances and/or the ability to effectively recommend any of the above actions. If you have the authority, or expect that your recommendations will be adopted for any of the actions described above, you're a supervisor and you're taking the right course. Please note that we use the terms 'supervisor' and 'manager' interchangeably throughout the course.

    TRAINING FREQUENCY/TRACKING OPTIONS **

    There are two Options for AB1825 biennial harassment retraining. **Option B.
    "Training year" tracking is the most convenient method.

    Option B.. “Training year” tracking: An employer may designate a “training year” in which it trains some or all of its supervisory employees and thereafter must again retrain these supervisors by the end of the next “training year,” two years later. Thus, supervisors trained in training year 2005 shall be retrained in 2007. For newly hired or promoted supervisors who receive training within six months of assuming their supervisory positions and that training falls in a different training year, the employer may include them in the next group training year, even if that occurs sooner than two years. An employer shall not extend the training year for the new supervisors beyond the initial two year training year. Thus, with this method, assume that an employer trained all of its supervisors in 2005 and sets 2007 as the next training year. If a new supervisor is trained in 2006 and the employer wants to include the new supervisor in its training year, the new supervisor would need to be trained in 2007 with the employer’s other supervisors.

    *Non-California employees: *

    Even if there's no specific legal statute compelling workforce training in harassment prevention, it is recommend for companies to train their workforce on it.

    Here is why:

    If an employer experiences a claim or audit, the employer cannot assert an affirmative legal defense, meaning — "we as a company did everything right and should not be held responsible" - if there's no proof of workforce training on harassment topics.

    I hope this information is helpful.