I was speaking recently at a business network meeting when a business owner asked if you need a business owner asked if you need a business owner with AB 1825. This business owner runs her company with 18 full-time, 20 part-time employees , 8 temp workers, and 5 sales subcontractors who are located in several states.
Requirement : 50 + employees
Taking a closer look at the law, however, reveals that temporary service workers and independent contractors, regardless of where they are located are are included in the total count of employees.
Requirement : Training must encompass all aspects of harassment, discrimination, and retaliation.
The training must address retaliation and: sex, race / color, religion, age, and national origin harassment and discrimination. Typically previous trainings did not include these areas.
Another business owner wanted to know whether or not could continue to train in the same way as the previous year & # 39; s training.
Requirement : A system in place to track and document employee participation and compliance
The answer is maybe yes, maybe no. If the training included and tracked employee participation through the training (not just through sign in / out sheets) and assessed their understanding of the material and you can provide proof, then yes, continue to train as in previous years.
A business owner, one on a very tight budget, commented "it is good that I only have to train 5 supervisors, because I can not afford to train more."
Requirements: Businesses must provide a harassment-free workplace for everyone
With this in mind, how harassment-free will the workplace be if this owner only trains the supervisors?. And if a claim is made by the employee, will the money saved by training supervisors, be enough to pay for attorneys, lost production time, and / or punitive damages? Probably not.
Conclusion :
Ensure that your company is protected by training all employees in harassment and discrimination prevention.
