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Cal/OSHA Sexual Harassment Prevention Training for Supervisors

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Senate Bill 1343 (SB 1343) Online Training Certification Course

from the highest rated and most trusted online training company - since 2008.

This course presents an overview of Sexual Harassment Prevention Training for Employers. Proper preventative training can help decrease incidents of sexual harassment, and training on the correct actions to take when harassment occurs can help create a safer, more welcoming workplace. This course will help you understand your responsibilities and prepare you for how to take action should an incident occur.

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$39.95 per student   (1-3)

$35.95 per student   (4-7)

$32.95 per student   (8-12)

$30.95 per student   (13-20)

$29.95 per student   (21+)

How Many Students? 

Who Is Taking This Course?

Select if you are purchasing this course to take yourself. It will automatically be assigned to you.

Yourself & Others
Select if you are purchasing more than one of this course for both yourself and others. One will be assigned to you automatically, and you can assign the remainder at any time after you have completed the purchase.

Select if you are purchasing one or more of this course for others. You can assign them at any time after you have completed the purchase.

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What are the governing regulations?
This online course satisfies the training requirements for the Cal/OSHA Senate Bill 1343 (SB 1343) Sexual Harassment Prevention Training

Who must take this training?
Mandatory sexual harassment prevention training has been a requirement in California since 2005, which is when Assembly Bill 1825 (signed by the Governor of California, Arnold Schwarzenegger, in 2004) went into effect. On January 1, 2019, another law went into effect that changed the parameters of sexual harassment prevention training. California Senate Bill 1343 (SB 1343) requires sexual harassment prevention training for businesses with five or more employees. It extends to all employees (full-time, part-time, and temporary employees or independent contractors), not just supervisors.

Other Frequently Asked Questions

Click to Learn More What are the consequences of not training?

Case Study: Medina Rene worked as a butler for the MGM Grand Hotel in Las Vegas, Nevada. He was one of many employees on the all-male staff. An openly gay man, Rene was subjected to verbal and physical harassment from his supervisor and co-workers. His co-workers routinely referred to Rene as "she" and "her" and subjected him to physical conduct of a sexual nature. Rene sued, but the trial court and a panel of the federal appeals court initially ruled that his claims of discrimination were not valid under Title VII's prohibition of sex discrimination. Upon appeal, a federal appeals court declared that Title VII protects people from sexual harassment regardless of sexual orientation

Key Takeaway: The Ninth Circuit Court of Appeals' 2002 ruling changed how U.S. courts viewed sexual harassment. Sexual harassment need not occur between a man and a woman, and it need not occur because the harasser has sexual desire for the victim. Rene's case illustrates how the courts viewed sexual harassment in the past, and how courts now view harassment cases, thanks to the diligence and appeals of victims like Rene.

Click to Learn More Course topics.

Specific topics covered in this course include:

  • About This Course
  • Course Objectives
  • Introduction to Sexual Harassment in the Workplace
    • Definitions and Key Terms
    • Defining Sexual Harassment - California vs. Federal Law
    • California Law and the Fair Employment and Housing Act
    • Federal Law
    • Defining Sexual Harassment - California Department of Justice
    • Defining Sexual Harassment - Federal Law
    • Examples of Sexual Harassment
    • EEOC Examples of Sexual Harassment Misconduct
    • California Senate Bill 1343 Requirements
    • Ongoing Training Requirements per California Senate Bill 1343
  • Types of Sexual Harassment
    • Quid Pro Quo Sexual Harassment
    • Hostile Environment Sexual Harassment
    • Offensive - Nonsexual - Conduct
    • Severe Conduct
    • Pervasive Conduct
    • Staring, Sniffing, Leering, and Other Actions
    • Images and Messages
    • Obscenities
    • Constructive Discharge
    • Sexual Favoritism
    • Abusive Conduct
    • Other Potential Situations
    • Establishing that Sexual Harassment Occurred
  • Sexual Harassment Prevention Policies and Training
    • Harassment and Discrimination Prevention Policy Requirements
    • Harassment Prevention Policies
    • Distributing Harassment Prevention Policies
    • Harassment Training
    • General Training Requirements for Employers and Supervisors
    • Acceptable Forms of Training
    • Training for Multi-lingual Workforces
    • Training Recordkeeping
    • Required Postings
    • Determining the Adequacy of Harassment Prevention
  • Harassment Complaint Procedures
    • Employer Responsibilities Related to Sexual Harassment
    • Filing a Sexual Harassment Complaint at the Workplace
    • Filing a Sexual Harassment Complaint
    • Suggested Complaint Filing Procedures
    • Complaint Filing Procedures for Supervisors
    • Time Constraints for Filing Complaints
    • Responsibilities Related to Complaints
  • Harassment Investigation Procedures
    • Selecting an Investigator
    • Notes on Taking Notes
    • Guidelines for Interviewing the Complainant
    • Complainant Interview Content
    • Interviewing the Alleged Harasser
    • Interviewing Other Witnesses
    • Conducting Follow-Up Interviews
    • Assessing Credibility
    • Interim Actions
    • Investigation Summary
    • Recordkeeping for Investigation Documentation
    • Employee Responsibilities Related to Sexual Harassment
  • Resolving Sexual Harassment Claims
    • Reviewing the Complaint and Investigation Processes
    • Reaching a Conclusion
    • Taking Appropriate Actions Based on the Conclusion
    • Communicating Investigation Results
    • Examples of Appropriate Corrective Actions
    • Harassment Retaliation
    • Retaliation for Meritless Claims
  • Sexual Harassment Liability
    • Employer Liability
    • Supervisor Liability
    • Employer Liability Regarding "Good Faith" Investigations
  • Summary
  • Additional Resources
  • Exam
Click to Learn More Course format.

Our Cal/OSHA Sexual Harassment Training course for Supervisors consists of content, graphics, audio, self-check non-scored questions, and a final exam.

Click to Learn More How long is the course?

It will take a MINIMUM of 2 hour to complete this online course. The student may log on and off as needed. A bookmark will be set so when they log back in they will return to where they left off.

Click to Learn More How long do I have to complete this course?

We have no restrictions on how long a person takes to complete a course.

Likewise, if you are purchasing for others, we have no time limit on assigning courses. So you can purchase a larger quantity then you currently need and take advantage of volume discounts.

Click to Learn More How often is retraining or recertification required?

Ongoing Training Requirements per California Senate Bill 1343

  1. Training must take place within the first six months of being hired or promoted.
  2. Training must then take place every two years after the initial training.
  3. Seasonal employees, temporary employees, or other employees hired to work for six months or less must undergo training within 30 days of being hired or within working 100 hours (whichever comes first)
  4. If temporary employees are provided by a temporary services agency, the temporary services agency must provide the sexual harassment prevention training.
Click to Learn More How soon is the certificate of completion issued?

Upon successful completion each student will have immediate access to a Cal/OSHA Sexual Harassment Prevention Safety Training printable certificate and wallet card.

Click to Learn More Continuing education credits?

Each student will receive 0.2 CEUs (or 2 CMEs) from Compliance Training Online® for completing this course.

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