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In July 2018 and in response to the #MeToo movement, the California legislature expanded the state’s sexual harassment training mandate originally set forth in AB 1825. The expansions, known as SB 1343 (State of California Senate Bill 1343), modifies the original California Law AB 1825 (State of California Assembly Bill 1825) mandate by requiring all California employees (both supervisory and non-supervisory) to receive sexual harassment training by January 1, 2020.
Emtrain’s Founder and CEO Janine Yancey was asked by the California Legislature to provide expert testimony regarding SB 1343 and help draft the final language of Senate Bill 1343 (SB 1343).
Janine’s expert testimony to the California legislature on Senate Bill 1343 (SB 1343)
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Educates employees on the legal definition of harassment, what behavior qualifies as illegal conduct, what behavior is considered severe and pervasive conduct, and what state and federal entities identify as ‘protected characteristics.’
Find out your Global, US, and Canadian Sexual Harassment Training Requirements for your state or province.Â
How to Characterize Conduct – A Decision Tree for Employees
California SB 1343 (State of California Senate Bill 1343) is a modifier of California Law AB 1825 (State of California Assembly Bill 1825). It mandates that all California employees receive sexual harassment training. Non-supervisory employees are required to receive at least one hour of training every two years, whereas supervisory employees must receive two hours of training biennially.
The final Senate Bill 1343 (SB 1343) bill text can be found here.
See a general summary of the history and evolution of California Sexual Harassment Law,
See more in-depth analysis of the Senate Bill 1343 (SB 1343) California legislation from Patti Perez.
SB 1343 is a California law that requires employers with five or more employees to provide sexual harassment prevention training to both supervisory and non-supervisory employees.
All supervisory employees must receive at least two hours of training, and all non-supervisory employees must receive at least one hour of training.
The training must be provided every two years. New supervisory employees must receive training within six months of assuming their position, and non-supervisory employees within six months of being hired.
Yes, temporary and seasonal employees must receive training within 30 calendar days after their hire date or within 100 hours worked, whichever comes first.
The training can be broken up into shorter segments as long as the total required time—two hours for supervisory employees and one hour for non-supervisory employees—is met.
