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New California Law Requires Sexual Harassment Training for all Employees

HR Daily Advisor

Effective January 1, 2019, employers in California with 5 or more employees (or independent contractors) must provide sexual harassment training to all employees (SB 1343). The deadline for compliance with initial training is January 1, 2020.

The Tone Starts at the Top: Sexual Harassment Prevention Training


Statistics show that sexual harassment remains a big problem for employers. Sexual harassment is not a problem of the past. Lately, it seems that not a week goes by without another news report on allegations of rampant harassment at high-profile companies.

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Sexual Harassment Happens Across Industries: Train Your Workplace to Prevent Harassment


Sexual harassment affects all types of workplaces. The media has recently focused on high-profile sexual harassment cases involving Hollywood moguls, politicians and industry leaders. The case settled, and the worker will receive $25,000 as part of the settlement.

7 Strategies for Preventing Sexual Harassment at Work

EverFi - HR

On any given day, you can do a Google search for “sexual harassment,” click on the “News” link, and find dozens of headlines about recent sexual harassment allegations. The stories cross geographies and industries and they show how little has been invested in preventing sexual harassment at work. No company is immune to the need to create and maintain a workplace that is free of harassment. Lighten Up on the Legalese.

Harassment Training Deadline Extended, Clarified


The Governor signed “clean up” legislation to help clarify training deadlines for employers. As you may remember, on January 1, 2019, a new California law went into effect that made substantial changes to mandatory sexual harassment prevention training.

4 key steps to maintaining HR compliance


These days, managing HR compliance is like a game of Whac-A-Mole. As soon as you master an employment law in one jurisdiction, another one pops up. Develop a System for Staying Abreast of Labor Laws. Labor laws—and our understanding of them—are changing too frequently.

LGBT Workers Report Bullying at Work


Common examples of workplace bullying given in the survey include: Falsely accused of mistakes (61 percent). Bullying doesn’t necessarily lead to unlawful harassment or discrimination, but it can. Do not wait until you have a case of unlawful harassment on your hands.

Workplace Harassment Focus of EEOC Meeting


Workplace harassment is alleged in approximately 30 percent of all charges filed with the U.S. Equal Employment Opportunity Commission (EEOC), according to EEOC Chair Jenny R. In its Strategic Enforcement plan for FY2013-2016, the EEOC recognized that an outreach campaign aimed at both educating employers and employees is an important strategy to deter future violations. Unlawful harassment does not just mean sexual harassment.

Your Mid-Year Guide to HR Process Improvement


While the end of the year seems like a natural time for reflection, taking a hard look at your human resources practices is something that should happen more than once every 12 months. How many roles were open in the first half of the year, and how many of those actually got filled?

Insubordination in the workplace: Managing misconduct

Business Management Daily

Even the best-run business can have problem employees. Others may bring problems at home into the workplace. Managers must resist both the impulse to overreact and the temptation to ignore the defiant behavior. has given the employee an order.

New California Laws and HR Trends for 2017 and Beyond

HR Daily Advisor

Each year, California employers are faced with the task of keeping up with a whole new round of labor laws and regulations, most of them courtesy of the state legislature. Employers Have a New Notice to Distribute. The nature of the job held or sought.

WIRTW #486 (the “all apologies” edition)

Ohio Employer's Law

Accused of sexual harassment? Thankfully, the Celebrity Perv Apology Generator has you covered. As the father of daughters, I am deeply ashamed (but not “sorry” because that means I’m guilty of something). Here’s what I read the past two weeks: Discrimination.

Can an Individual Supervisor Be Liable Under the FMLA?

HR Daily Advisor

Most supervisors know that they risk personal liability under Title VII of the Civil Rights Act of 1964 and Chapter 151B if they sexually harass a subordinate employee. But that isn’t the only way supervisors may be held individually liable in Massachusetts.