Santa Cruz, CA (PRWEB) September 15, 2005
The first deadline for complying with CaliforniaÂs new harassment training law is fast approaching. According to the law (Government Code section 12950.1), all California employers with 50 or more employees must provide a minimum of two hours of sexual harassment training by December 31, 2005.
Only Âsupervisory employeesÂ are required to attend the training, though many employers extend the training to all employees. The training must be in a classroom or otherwise interactive; and must be presented by trainers or educators with knowledge and expertise in the prevention of harassment, discrimination and retaliation.
Jonathan Levy, CEO of Fair Measures, Inc. points out that failure to complete the training could lead to increased liability in harassment lawsuits. ÂAlthough the statute states that failure to conduct the training will not in and of itself result in liability, it certainly wonÂt look good to a jury,Â Levy notes. ÂAn employer that doesnÂt conduct appropriate training would be hard pressed to argue that they took all steps necessary to prevent harassment from occurring. Additionally, failure to conduct training could be considered by a jury in awarding damages, including punitive damages.Â
Employers who act now still have time to make the necessary assessments as to who should attend the training, select a vendor and conduct the training. Of course, employers should also develop a tracking system so that they can demonstrate compliance with the law.
About Fair Measures, Inc.
Based in Santa Cruz, Cal., Fair Measures, Inc. is a leading provider of legal management training for managers and employees, offering several programs that comply with CaliforniaÂs harassment training law, including a webinar that lets employees attend live, interactive training without leaving the office. For more information call 831-458-0500 or http://www.FairMeasures.com.
This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.
# # #