Released on = June 21, 2007, 11:32 am

Press Release Author = Lala C. Ballatan

Industry = Law

Press Release Summary = Trainings will be held on January 1, 2008.

California employers are mandated to make sure that their personnel in the
supervisory levels are given two hours of interactive and effective prevention
training concerning sexual harassment.

Press Release Body = Trainings will be held on January 1, 2008.

California employers are mandated to make sure that their personnel in the
supervisory levels are given two hours of interactive and effective prevention
training concerning sexual harassment. The state law that mandates this requirement
is the California Government Code 12950.1. According to the definitions of the state
law, covered "employer" is one that regularly employs a50 employees or more, also
including independent contractors and temporary employees for special services.
Remarkably, the law does not have specifications that all of these employees are
working in California.

Los Angeles, California, June 19, 2007 - Thus, the state law specifically notes that
out-of-state employers with few employees from California must still make sure that
their supervisory employees based in California receive the prevention training on
sexual harassment, especially if the employer's total workforce amounts to 50 or
more employees.

Even those supervisory personnel residing outside of California but are still
supervising employers located within the state need to be trained.

According to the California employment law, all supervisory employees need to be
trained with the sexual harassment prevention. The broad definition of the state law
regarding "supervisor" includes individuals with the authority to hire, direct,
promote, reward, discipline, and fire employees. Furthermore, it also includes those
who are acting as "working leads" and merely recommends the given personnel actions.


Employees' titles are actually irrelevant in the determination of those that must
receive the training mandated by the state government. The determining factor is
actually the ability of an employee to control, directly and indirectly a
co-employee's employment.

When the law took effect, the trainings should have been completed by the first day
of the year 2006. The requirement was for all supervisors to be given 2 hours of
training, every two years, at the very least. Given this, the employers must meet
another deadline.

The supervisory personnel covering employees in California must be given training,
yet again by the first day of year 2008.

The training to be provided according to the state government's code 12950.1 is not
actually training on defending oneself against claims of sexual harassment.
According to the Fair Employment and Housing Act, failure to be trained does not
constitute liability on any harassment claims. However, plaintiffs with such
allegations and their legal representatives may take the factor as indication of
"reckless disregard" of the law and inconsideration of the employee's right to be
protected from such discriminatory acts.

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