labor lawAdivision of labor law center

A new host of labor laws have come into play in California after the New Year, but then again, California has new laws seemingly every year. Just take the new laws that came into effect in the beginning of 2006. One of such labor law was California labor law AB 1825, which came into effect as early as 2005 but really started affecting California businesses in 2006.

To be exact, California labor law AB 1825 was effective in January 2005, and required companies with more than 50 employees to provide those employees with training on how to prevent and spot sexual harassment, as well as discrimination and retaliation when it came to employees who claim they have been discriminated against or harassed.

When we say 50 employees, that includes most any employee that you can think about—full time, part time, temporary, permanent, and even contractors. Imagine any employee that you would have to file a new hire report on, and that is basically who you have to train against harassment and discrimination in your organization in California.

By 2006, according to the new law, all of your supervisors who had been in your organization since July 1, 2005, had to be trained to watch out for discrimination, harassment, and retaliation. On the other hand, if you had already trained these supervisors as of January 2003 in anti-discrimination, retaliation, and against harassment, then you did not have to train them again.

What is this training I keep talking about? According to AB 1825, the training against discrimination, harassment, and retaliation in California must include two hours of classroom instruction, or some other interactive and proven training method. Starting in 2006, the training had to be repeated at least every two years to comply with the California labor law.

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