As you probably know by now, California law requires companies with 50 or more employees to provide two hours of sexual harassment prevention training for all supervisors within six months of hire or promotion to a supervisorial position, and every two years thereafter.
But talk with any employer who’s been blindsided by a workplace harassment lawsuit: the costs are enormous, and even if you “win,” you lose because of those costs.
Even if you have less than 50 employees, investment in the moderate cost of such training could well yield a return in terms of lessening the possibility that you get hit with such a lawsuit.
And what if you’re small enough so that you have no staff designated as a “supervisor”? Maybe it’s worth your time and a few bucks to learn what conduct you personally should not engage in, to help avoid an accusation that you personally were engaged in sexual harassment. We recommend it: as we’ve said many times, an ounce of prevention can be worth a pound of cure.
The information presented is not intended to be, and does not constitute, “legal advice.” Because each situation varies, and only brief summary information is provided here, you should not use this information as a basis for action unless you have independently verified with your own counsel that it applies to your particular situation.
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