Sexual Harassment Prevention Requirements

Over the past 50 years, due to the 1964 civil rights law, sexual and non-sexual harassment in the workplace has been illegal. Since then, dozens of new laws, liabilities, clarification and requirements have been forwarded to the employers. Below areĀ  anti-harassment requirements for the current employers.

California State – AB1825

AB1825 law on California sexual harassment training came into effect on January 1, 2005. AB1825 was monitored by the DFEH (Department of Fair Employment and Housing) and applies to all companies based in California with 50 employees or more, regardless of the location of the employee, including full time, beak Time, temporary workers and seasonal, as well as contractors and agents. This unique California Employment Law affects around 1.7 million supervisors and managers throughout the state.

Active involvement

The passive approach to sexual harassment policies is no longer enough. Simply telling employees about policies will not prevent accountability. The employer must ensure that all employees understand and support policies. Management must enforce the system by emphasizing an open-door policy for all complaints and by responding immediately with prompt investigations and appropriate action in response to all grievances.

EEOC requirements

The EEOC has stated that it expects employers to train workers in preventing sexual harassment. If complaints are submitted to the agency, the EEOC will require proof and documentation of this training. The EEOC also confirms that managers are not necessarily responsible, or able to, carry out each type of investigation. Generally speaking, managers are not trained to properly conduct legitimate investigations and therefore, all complaints should promptly be directed to Human Resources or a single, designated Ethics Officer.