Employment laws are constantly changing, and it’s important for employers to stay updated on new legislative requirements so they don’t unknowingly violate them. Under the new Senate Bill 1343 which will take effect January 1, 2021, employers with five or more employees (including temporary or seasonal), must provide at minimum two hours of sexual harassment training to supervisory employees and one hour of sexual harassment training to nonsupervisory employees.
Employers are mandated to provide this training within six months of hiring a new employee and once every two years thereafter. Additionally, a second bill was introduced to clarify that an employer who provided the required training and education to an employee in 2019 is not required to re-train that employee for another two years. Furthermore, there are two new requirements regarding the mandatory notices that must be posted in the workplace.
All employers covered by the California Family Rights Act (CFRA) and/or the New Parent Leave Act (NPLA) must post a notice explaining the Acts’ provisions and procedures. Employers with 20 to 49 employees must post new notices at their location, while employers with over 50 employees must update their existing notices. Lastly, this new regulation requires that employers updated their handbook to include a description of the CFRA and/or NPLA leave information by April 1, 2019. While these changes may seem minor, it is crucial that employers abide by these new regulations and make the necessary adjustments in order to avoid liability. If you or someone you know has an employment issue and is in need of legal assistance, please call our office at (818) 630-7280 to schedule a free consultation with an attorney
