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Abiding by Sexual Harassment Laws Under California Employment Law
California employment law covers a vast range of laws whose primary objective is to safeguard the rights of workers and make a balance between the business industry and labor without interfering with the rights of businesses. One of the laws covered under the California labour laws is known as the Hostile Work Environment Laws. These laws seek to protect employees against harassments such as sexual harassments that they may experience in the workplace. If an employee works under such hostile working condition, he or she may not be able to do whatever they are required to do. To get more info, click california employment law. To prevent such harassments cases from happening; the California Labor Laws requires all supervisors and managers to attend a two-hour sexual harassment prevention training that is carried out after two years.

With that said and done, here are some of the requirements that every company or industry out there should have to ensure that they are acting in accordance with the Sexual Harassment Law under the California Hostile Workplace Laws.

Does the law protect my company is probably the most frequently asked questions that most companies and businesses in California ask. Well, the California Labor Laws cover every company or business that has 50 or more workers. IN addition to that, the California Labor Law covers  all companies with independent workforces and service providers on temporary working terms; so if your company has 40 workforces on permanent working conditions and 10 or more temporary independent services providers, you are covered by the law.

California Labor law mandates all supervisors and managers to receive training on sexual harassment measures. In California, the meaning of supervisor varies. For example, the California Fair Employment and Housing Act considers a supervisor as a person who has the authority of not only hiring, suspending, transferring and promoting other employees but also as a person who has the right to guide them and attend to their needs efficiently without being biased. To get more info, visit sexual Harassment. The law also recognizes those employees who participate in the decision-making process as supervisors, and they must attend the sexual harassment prevention training.

 The sexual harassment course is offered at the end of two years and runs for only two hours.  Only experts at stopping harassment, retaliation and discrimination are used in training the sexual harassment prevention course.How the training is delivered also matters.For this reason, trainers and educators must use interactive forums where they show supervisors a video, offering them a lecture and asking them to point out something that would not meet the requirement.  What this means is that as an educator you should be able to answer all the questions that are asked in class, all0w for the active participation of your students through role-playing and offering exams to students after completing the training exercise.Learn more from https://en.wikipedia.org/wiki/Labour_law.

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