Report highlights generational differences in workplace violence prevention training and reporting
Workplace safety
California organizations have until January 1, 2018 to update their anti-harassment training in compliance with a new California harassment law designed to expand inclusion of transgender employees in the workforce.
Recently signed by Governor Jerry Brown, the Transgender Work Opportunity Act (SB 396) makes California the first state to require that harassment training cover gender identity, gender expression and sexual orientation.
The new law applies to organizations with 50 or more employees, and amends the existing California harassment training requirements for managers and supervisors, as required by the California Department of Fair Employment and Housing (DFEH). SB 396 also requires employers to display a poster developed by the DFEH on transgender rights in the workplace.
The existing California harassment laws covering training requirements are California AB 1825 and California AB 2053. Under AB 1825, employers must provide supervisors with two hours of training on preventing sexual harassment, every two years. All new supervisory employees must complete training within six months of assuming their new position. The AB 2053 amendment mandates that education on abusive conduct, or what is commonly known as “bullying,” be included in that training.
Traliant’s interactive Preventing Discrimination and Harassment course for managers in California meets the training requirements for SB 396, AB 1825, AB 2053, and the 2016 FEHA updates.
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Understanding LGBT terminology
An important component in updating California harassment training requirements is explaining LGBT terminology, and showing examples of acceptable and unacceptable behavior towards transgender co-workers. While the terminology is always evolving, here are a few of the current definitions from the California Fair Employment & Housing Council:
Use preferred names and pronouns
In California and some other jurisdictions, laws protecting against gender discrimination require that employers honor requests from employees to identify them by a preferred gender, name or pronoun. Here are some key guidelines to keep in mind:
Traliant Insight
Under California’s SB 396, organizations with 50 or more employees are required to expand upon their existing anti-harassment training to include discrimination and sexual harassment based on gender identity, gender expression and sexual orientation. The goal is to train your supervisors and managers to identify and prevent abusive behavior in the workplace and ensure that LGBT employees and applicants are treated with the same respect, dignity and fairness as any other individual.