Hostile Work Environment Laws – Observing the Sexual Harassment Law Under California Labor Laws
California Labor Laws are very diverse, but all of them play a crucial role in protecting the privileges of employees and bring a balance between the business sector and labour without meddling with the freedoms of businesses. One of the laws covered under the California labour laws is known as the Hostile Work Environment Laws. Protecting workers against hostile working conditions that they encounter in their places of work is one of the primary aim of these laws. Such harassments may inhibit the worker’s ability to perform his or her task. And it is for this reason that all supervisors and managers must undergo two-hours sexual harassment prevention training after every two years to prevent such harassment from occurring in their company or businesses.
In this regard, this piece will focus on enlightening you on some of the requirements that all companies and businesses must abide by to make sure that they are observing the Sexual Harassment Law Under California Labor Laws.
One question that every company and industry in California ask is whether the law covers them. But it is good to note that the California Labor Laws protects firms and companies that have 50 or more employees. IN addition to that, the California Labor Law covers all companies with independent workforces and service providers on temporary working terms; so if your company has 40 workforces on permanent working conditions and 10 or more temporary independent services providers, you are covered by the law.
Sexual harassment prevention training is to be offered to all supervisors and managers-this is what the California Labor Law requires. In California, however, the definition of the word supervisor is very broad. For example, the California Fair Employment and Housing Act considers a supervisor as a person who has the authority of not only hiring, suspending, transferring and promoting other employees but also as a person who has the right to guide them and attend to their needs efficiently without being biased. Apart from that, employers who take part in decision-making process, but do not make the final decisions, are required to receive training on the sexual harassment prevention training as they are considered to be supervisors under the law.
The sexual harassment course is offered at the end of two years and runs for only two hours. This training is provided by professional trainers or educators who are well versed in everything that has to do with prevention of harassment, discrimination, and retaliation.How the training is delivered also matters.For this reason, trainers and educators must use interactive forums where they show supervisors a video, offering them a lecture and asking them to point out something that would not meet the requirement. In short, the interactive session involves asking questions, answering each one of them, role-playing and testing the participants at the end of the training session to gauge what they learned.