labor lawAdivision of labor law center

This existing labor law in California on sexual harassment and discrimination, remember, is primarily for companies with 50 or more employees, and it is all about providing training to your employees to prevent them from partaking in sexual harassment, discrimination, and retaliation against your other employees.

So the primary focus then of your training according to California’s AB 1825 is to train anyone in your company who has some sort of authority position. This could include supervisors and managers, human resource types, and basically anyone who has authority over others in your organization.

We’re talking more than a day to day authority though. The supervisor or manager type person who is to get training under this California labor law has to have more organizational authority, such as the ability to transfer someone, fire someone, or hire someone.

It could also mean that the employee can also have the authority to assign another employee a new task, to promote them to a higher position in the organization, to reward them for exceptional performance, to punish them for poor performances, or to even discipline or suspend them for illegal or otherwise improper behavior.

It is these realms of the employee to employee relationship that discrimination and sexual harassment can rear their ugly heads. Imagine these scenarios. A woman claims that she was unfairly passed over for promotion by her supervisor, and the new job was instead given to the supervisor’s male golf buddy. Or the more insidious scenario could be that a female employee claiming that her manager always assigns her to work on projects that involve close work with her because he is coming on to her and wants to spend long hours with her late at night.

Training is meant to put a halt to such sexual harassment issues.

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