Sexual Harassment Training 2019 Requirements

Under a new California law, employers with 5 or more employees are required to provide:
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  • 2-hours of sexual harassment training to supervisors and
  • 1-hour to nonsupervisory employees within six (6) months of hire or promotion.
This requirement must be completed by January 1, 2020. All trainings must be delivered every two years. There is a proposal pending with the state to extend the completion date to January 1, 2021, however, it has not yet been approved. For now, the completion date remains January 1, 2020.
 

Contact us to schedule your Mandatory Sexual Harassment Training

 

Our onsite training sessions for Supervisor and/or Staff are customized to each client by incorporating company values, guiding principles, and interactive exercises. For Supervisors, we provide training and tools to mitigate potential risks internally. Each attendee will receive a certificate of completion confirming compliance with DFEH sexual harassment training regulations.

FAQ: What if your employees were trained between January 1 and December 31, 2018?

The DFEH stated in an employer FAQ that “the law requires that employees be trained during calendar year 2019. Employees who were trained in 2018 or before will need to be retrained.”

Mandatory Updates to PFL and SDI Pamphlets 

Effective March 2019, employers are required to start using updated versions of the DE 2511 and DE 2515 pamphlets for both new hires as well as employees who become eligible for paid family leave insurance or state disability insurance benefits.

Updated Employer Poster Requirement: Bonding Leave – CA 

As of April 1, CA employers with 20+ employees must update their employer postings with the new DFEH notice for NPLA/CFRA leave. This joint notice covers both employers with 20-49 employees (NPLA) as well as employers with over 50 employees (CFRA). Employers may update their all-in-one poster or download and post the DFEH model notice.

EEO-1 Update: Wage reporting requirement upheld for 2019 

A federal court has reinstated the EEO-1 pay data reporting requirement for 2019. Employers who are subject to EEO-1 reporting will be required to submit pay data as early as September 30, 2019, though this date may be pushed out. Component 1 (regular) EEO-1 data reporting remains unchanged, and must be submitted by May 31, 2019.

As always, if we can be of service, please contact your assigned HR Matrix Associate below, or if you are a new client, contact Brenda Gilchrist.

 

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