labor lawAdivision of labor law center

We have said it before—the training labor law in California that is meant to prevent sexual harassment and discrimination at the work site, AB 1825, involves employers with 50 or more employees. And for the most part, this general rule about the labor law is true. For it to affect your company, you must have 50 or more employees under your organization.

But you must make sure with that 50 employee count that you are including all of your “employees.” This could include temp workers who you only bring in during the holidays and during other busy seasons, or contractors who you bring in to do repair work around your facilities. Everyone who has earned a paycheck in your buildings and around your organization in the past year must be included in your count of employees.

Some experts in the field of California labor law would even say that regardless of how many employees that you have in your organization, and no matter where these employees may be in your organization, you should protect your company when it comes to this labor law and sexual harassment and set up a training program under the AB 1825.

This could also include the part of AB 1825 that talks about whether or not your employees have been trained before. If they have been trained before, the labor law gores, then perhaps they don’t need to be retrained under this law for another 2 years. However, the training guidelines under AB 1825 are more strict than previously, and encompass all forms of sexual harassment as well as discrimination and retaliation because of sex, race, religion, color, age, and national origin.

What’s more, you have to track all of your employees’ participation. So unless you are absolutely 100 percent certain that your previous training covered all of these bases, it is best to retrain your employees to comply with the new sexual harassment labor laws.

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