employer accused of RECKLESS DISREGARD
for the Fair
Employment and Housing Act!
like press coverage, but not with that headline!
Before January 1, 2006 all CA
employers with 50+ employees
figure includes employees outside the state and all
part-time, temporary, and contract workers)
must be in compliance with AB 1825 mandating:
Tracking and Compliance Procedures
n Written Policies
Employers cannot plead
ignorance about being liable for sexual harassment by a
manager or supervisor. Failing to properly train can result
in punitive damage charges by demonstrating "reckless
disregard" for the Fair Employment and Housing Act.
what's the best risk management strategy?
1. Fully comply with the
requirements of this new law;
2. Provide training that not
only complies, but actually changes employee behavior to
prevent costly and avoidable harassment claims, and;
3. Include managers,
supervisors and all other employees
While employers with less than 50
employees are not YET legally required to provide such
training, doing so helps reduce legal exposure and liability
DRAMATICALLY. It is our recommendation that ALL employers
(even with less than 50 employees) arrange for workplace
TPO's Sexual Harassment
Training programs meet the new legal requirements AND
deliver impactful information to change behaviors and reduce
your organization's risk for harassment claims. We also make
sure you comply with the 4 KEY administrative (non-training)
aspects of the law.
the new law requires and what TPO provides: