SEXUAL HARASSMENT PREVENTION TRAINING: It's The Law. Governor Arnold Schwarzenegger has recently signed a new law, Government Code § 12950.1, which requires all employers who have fifty or more employees, to provide sexual harassment training and education of all supervisors. Even though not required by law, it is an excellent idea for all employers, regardless of their size, to have sexual harassment training in order to avoid problems from occurring in the first place, and also to be able to take advantage of the Ellerth / Faragher affirmative defense, if they are sued for sexual harassment. According to the statute, the training and education shall consist of at least two hours of classroom or other effective interactive training and education regarding sexual harassment. Also, it shall include practical examples aimed at instructing supervisors in the prevention of harassment, discrimination and retaliation. The training must be presented by trainers or educators with knowledge and expertise in the prevention of harassment, discrimination and retaliation. ELI KANTOR has more than thirty years experience in all aspects of labor and employment law, including the investigation and litigation of sexual harassment claims. In addition, Mr. Kantor has drafted numerous sexual harassment policies and conducted seminars for sexual harassment prevention training. Mr. Kantor is eminently qualified to provide this vital training for your organization.

HELPFUL TIPS AND FREQUENTLY ASKED QUESTIONS:

       WHY TRAIN YOUR SUPERVISORS?      

       WHAT DOES THIS MEAN TO THE EMPLOYER?

       WHAT STANDARDS ARE THE COURTS USING?

       WHAT MUST THE EMPLOYER DO?     

ADDITIONAL INFORMATION ABOUT SEXUAL HARASSMENT FROM THE US EQUAL EMPLOYMENT OPPORTUNITY COMMISSION:  

       WHAT IS SEXUAL HARASSMENT? 

         THE LAW - Title VII of the Civil Rights Act of 1964

         POLICY GUIDANCE ON CURRENT ISSUES OF SEXUAL HARASSMENT

         ENFORCEMENT GUIDANCE - VICARIOUS EMPLOYER LIABILITY FOR UNLAWFUL HARASSMENT BY SUPERVISORS       

         POLICY GUIDANCE ON EMPLOYER LIABILITY UNDER TITLE VII FOR SEXUAL FAVORITISM

STILL HAVE QUESTIONS:

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