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Sexual Harassment Prevention for Non-Supervisory Employees in California
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This type of behavior may be pervasive enough to create a hostile work environment sexual harassment claim. Read on to learn how to create a successful California sexual harassment training policy. In previous years, only organizations with 50 or more employees were required to hold training seminars. Dan is also a regular contributor to Forbes. Those three female employees receive raises and promotions from Kirk that don't seem to be justified by their qualifications or job performance. Role play is another useful activity to include in training. Over a five-year period, he has sexual affairs with three female employee. Anna, a busy film producer, hires Vladimir, a recent college graduate, to be her personal assistant. Once everyone has acted out the scenario, instruct the class to discuss what they learned. The widest ranging new law, SB, has numerous provisions to curb workplace harassment of all kinds, not just sexual. Due to recent legislation, California businesses have a deadline of January 1, , to enstate new sexual harassment policies. The change to the policy includes a new requirement for sexual harassment training. One argument against the bill was that it could lead to smaller early settlements in some sexual harassment cases. Sexual favoritism and hostile work environment sexual harassment As we discussed above, under California's Fair Employment and Housing Act, sexual advances by a supervisor toward an employee that are welcome cannot support a sexual harassment claim based on a quid pro quo theory of harassment. The Golden State also enacted a law mandating that public companies based in California have at least one female board member by the end of next year.
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