Title: California Senate Bill 1343: How Often?
In California, Senate Bill 1343 (SB 1343) has been instrumental in addressing the issue of workplace harassment by mandating comprehensive sexual harassment prevention training in all workplaces. This bill aims to create a safer and more respectful working environment by ensuring that employees are aware of their rights, responsibilities, and the consequences of such behavior. In this article, we will delve into the specifics of SB 1343, its frequency requirements, and answer some frequently asked questions regarding the bill.
Understanding SB 1343
SB 1343, signed into law by Governor Jerry Brown in September 2018, extends the existing sexual harassment training requirements to include employers with just 5 or more employees. Previously, the law applied only to employers with 50 or more employees. This significant expansion aims to protect employees across a wider spectrum of workplaces.
The Frequency of Training
One crucial aspect of SB 1343 is the frequency at which training must be conducted. Previously, employers were required to provide training only once every two years. However, SB 1343 has modified this requirement significantly.
Under the new law, employers are required to provide sexual harassment prevention training to all employees within six months of their hire date. Additionally, this training must be conducted every two years thereafter. This change ensures that all employees, regardless of their length of service, receive the necessary training to combat workplace harassment.
FAQs about SB 1343
1. Who is covered by SB 1343?
SB 1343 applies to all employers with five or more employees, including temporary or seasonal workers. It covers both public and private employers, regardless of the nature of their business or industry.
2. Who is required to complete the training?
All employees, including supervisory and non-supervisory personnel, must complete the sexual harassment prevention training. This includes full-time, part-time, and temporary employees.
3. What is the duration of the training?
The law requires a minimum of two hours of training for supervisory employees and one hour of training for non-supervisory employees. Employers have the flexibility to choose between online or in-person training sessions, as long as the minimum duration and content requirements are met.
4. Are there any exceptions to the training requirement?
Yes, there are exceptions for temporary employees who work less than six months. However, if their employment is extended beyond six months, they must receive the training within 30 days of reaching the six-month mark.
5. Can an employee be exempted from training if they have previously completed it?
No, SB 1343 mandates training for all employees, regardless of whether they have previously completed similar training. Even if an employee has completed the training within the required two-year window, they must undergo the training again during the next training cycle.
6. What are the consequences for non-compliance?
Failure to comply with SB 1343 can result in penalties and fines imposed by the Department of Fair Employment and Housing (DFEH). Employers must prioritize compliance to avoid legal ramifications and maintain a harmonious work environment.
California Senate Bill 1343 plays a vital role in promoting awareness and prevention of workplace harassment. By expanding the requirements to smaller employers and increasing the frequency of training, the bill aims to create a safer and more inclusive work environment for all employees. Employers must ensure compliance with SB 1343 to foster a culture of respect, equality, and safety in their workplaces.