California Labor Solutions (CLS) can design and tailor a training package that is specific to your business needs and performed at your worksite. Passive training (such as most web-based trainings) can be a waste of time if the employees are not engaged or required to think on their feet as they would be in a live training. If you train your employees because you expect a quantifiable return on investment, then hiring an energetic subject matter expert from CLS is your best solution.
Some of the most commonly requested trainings for managers and employees that we offer:
AB 1825 Employer-Required Sexual Harassment Prevention Training:
Sexual Harassment Prevention Training has always been a smart decision and well worth the investment. It has now become mandatory in the state of California. An estimated 22% of DFEH claims are sexual harassment claims. That volume of claims implies that there is something else employers should be doing to prevent sexual harassment. The California Assembly passed AB 1825 with the intent that the imposition of legal obligations with respect to training will help to prevent and remedy sexual harassment in the workplace.
Law Overview:
Firms doing business in California that have 50 or more employees are mandated to provide training to all supervisors. (Union employees are included in the employee count.) A broad definition applies to the term "supervisor." It includes any individual having the authority to hire, transfer, suspend, layoff, recall, promote, terminate, discipline employees, or the responsibility to direct employees. The training must be at least two hours of classroom or other effective interactive training and education regarding sexual harassment that provides the following four requirements:
- Information regarding state and federal laws prohibiting and preventing sexual harassment.
- Information on the prevention and correction of sexual harassment.
- The remedies available to victims of sexual harassment.
- Practical examples instructing supervisors on how to prevent harassment, discrimination and retaliation.
Since January 1, 2006, all supervisors must complete a course every two years.
Although the law only requires supervisors to be trained, we recommend that all employees be trained. We also recommend that managers and rank and file staff attend separate training sessions to help promote a more liberated quality of discussion among the class participants. Remember, the law is what is minimally required, and companies should strongly consider the advantages of training all of their employees.
What Can Your Company Be Doing Now To Prevent Sexual Harassment?
- Have a well-crafted sexual harassment policy in place.
- Ensure your policy is communicated effectively to all employees.
- Create a complaint procedure that is visible to employees and easy to follow.
- Investigate employee complaints in a timely and diligent manner.
- Take time to listen to the alleged victim and make sure that she or he understands that complaints are taken seriously and investigations are performed professionally.
- Schedule your sexual harassment training to comply with AB 1825.
Supervisor’s Guide to Conducting Effective Performance Appraisals:
Too many managers fail to take fair and stern action when an employee is failing to perform or meet expectations. Too many managers cite poor performance of staff members but fail to prescribe appropriate remedial measures. Consequently, it becomes more difficult for the employer to discipline or terminate the employee without elevated risk of a viable employee complaint or lawsuit. We train your managers on how to manage the probationary period and to avoid retaining employees who will not benefit the business. Assuming a prudent hiring process was used, we demonstrate how managers need to document and train employees before and after the probationary period. When our techniques are followed, managers enjoy more-productive employees who are good for the business. If the employee is not working out, following our techniques will significantly reduce the chance that the employee who must be terminated or disciplined will claim that it is because of discrimination or retaliation.
Supervisors Guide to Conducting Effective Progressive Discipline:
We train managers on how to manage and discipline in a manner that improves the performance of the employee because it corrects their behavior without exposing the manager or the company to allegations of discrimination or retaliation. We also provide training on how to document and investigate the employee’s misconduct and to draft the adverse action notice.
Supervisor’s Guide to Drafting a Notice of Adverse Action for Discipline
Please contact us for more information on this training.
Supervisor’s Guide to Handling Any Type of Employee Complaint (including Discrimination, Retaliation and Harassment Complaints), and to Performing Effective Internal Investigations
Please contact us for more information on this training.
Supervisor’s Guide to Handling Employee Medical Work Restrictions and Compliance with the Americans with Disabilities Act (via Conducting the Interactive Process and Providing Reasonable Accommodation)
Please contact us for more information on this training.
please contact us for more information
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