Sexual Harassment Prevention Tips in California

California law requires employers to implement prevention measures against sexual harassment. While compliance is essential, true prevention requires fostering a workplace culture that emphasizes dignity and accountability with strong foundations of trust. By following sexual harassment prevention tips in California, organizations can create harassment-free work environments, stay compliant with state laws, and foster a secure and respectful culture for all.

The Hidden Numbers Behind Workplace Harassment

According to the California Civil Rights Department’s 2023 Annual Report, the department received over 28,000 complaints alleging discrimination or hate violence, with a significant portion related to workplace harassment. ​Despite this seemingly high number, the Equal Employment Opportunity Commission, which oversees anti-discrimination laws, shows that workplace harassment remains seriously underreported.

Seventy percent of employees do not report such incidents internally. This may be driven by fear of retaliation, mistrust in the reporting process, or concern that nothing will change. It is the responsibility of employers to set the tone and create a culture where employees feel safe, supported, and empowered to speak up without fear of retribution.

Be Well-Versed in the Legal Requirements for Training in California

California law mandates that every employer with five or more employees, including full-time, part-time, temporary, and seasonal workers, provide sexual harassment prevention training. California Government Code § 12950.1 requires supervisors to undergo two hours of interactive training within six months of taking on supervisory duties, every two years.

California law requires non-supervisory employees to complete one hour of training every two years within six months of starting their employment. Temporary employees who work fewer than six months must receive training within 30 days or after working 100 hours, whichever occurs first.

The training curriculum must include definitions and examples of harassment that cover aspects of gender identity, expression, and sexual orientation, as well as bystander intervention strategies and reporting methods. Training programs for supervisors address their individual responsibilities and teach them how to prevent retaliation.

Employers have the option to provide training through state-approved online modules, live sessions, or webinars, which must be accessible to all trainees, featuring options like captions. Records must be kept for a minimum of two years.

Create and Communicate a Clear Anti-Harassment Policy

Your company’s anti-harassment policy needs to be actively implemented within your organizational culture, rather than just remaining as paperwork. Under California regulations, employers are required to maintain a written policy that defines sexual harassment, along with information on reporting procedures and investigation details.

Every employee needs to receive the policy in written form, and it should be translated into multiple languages when necessary. The policy must include a clear statement that all forms of retaliation against complainants are forbidden.

Make your policy visible throughout the workplace and include it in the onboarding process while ensuring regular updates. Employees who understand organizational expectations and protections become more willing to report issues, while employers gain the ability to address them both efficiently and within legal boundaries.

Encourage a Culture of Bystander Empowerment

Organizations can effectively prevent harassment by enabling employees to report inappropriate behavior as soon as they witness it. Through bystander intervention training, team members learn to identify warning signals and execute secure and suitable responses. Intervention strategies may involve confronting the behavior directly, checking in with the targeted person, or making a formal report.

When bystanders take action against harassment, they demonstrate that such behavior will not be accepted. The workplace culture moves toward accountability and safety for all employees when they feel supported to speak up.

Train Managers to Respond Appropriately and Promptly

Leadership positions, such as managers and supervisors, typically serve as the initial barrier to preventing workplace harassment incidents. In California, employers are legally mandated to respond to managerial lapses in action.

Leadership training must extend beyond understanding harassment to include proper procedures for handling complaints. Managing harassment complaints requires leaders to treat all reports seriously while maintaining complete documentation of interactions and escalating matters to HR or legal experts when necessary.

Foster Ongoing Conversations and Check-Ins

The prevention of sexual harassment requires continuous effort beyond initial training sessions. Team check-ins, along with anonymous surveys and regular conversations, help organizations identify problems early before they become bigger issues. Staff members should understand that leadership endorses an open environment for concerns, which exist alongside a year-round commitment to respect.

FAQs

What Should Be Included in a Harassment Policy?

All California-compliant harassment policies should include a definition of sexual harassment and reporting procedures while prohibiting retaliation and detailing complaint resolution processes. The policy document must be in written form and remain easily accessible, with translations available when required. Visible posting of the policy and regular staff reviews help reinforce workplace expectations, demonstrating the employer’s dedication to maintaining a lawful and respectful work environment.

Can Employees Report Harassment Anonymously?

Yes, the California legal system requires employers to provide multiple reporting options for harassment cases, which may include anonymous submission methods. Options for reporting harassment may include third-party hotlines, digital submission forms, or written reports. Employees who fear retaliation or discomfort can report problems without fear because anonymous submission methods create a safer work environment and improve the early detection and resolution of issues.

Is Sexual Harassment Prevention Training Required for Remote Employees?

Yes, employers in California must deliver sexual harassment prevention training to remote and hybrid workers who fulfill the state’s employee threshold requirement. The training remains subject to state requirements, which require it to be interactive, accessible, and provided before the mandated deadline. Employers must provide online modules or live virtual sessions to meet compliance requirements, regardless of the employee’s physical work location.

When Should I Contact a Lawyer About Workplace Harassment?

Contact an employment lawyer if you’ve faced sexual harassment, your employer has neglected your complaint, or you don’t know what steps to take next. A lawyer provides guidance on your rights and assists you through the complaint process while representing you in legal matters when necessary. Legal support ensures your voice is heard and your rights are protected throughout the entire process.

Contact Engels-Janzen to Build a Safer, Smarter Workplace

Effective workplace harassment prevention requires intentional actions and accountability beyond simple compliance. Engels-Janzen provides California employers with proactive legal support to establish respectful workplaces that adhere to legal standards. Get in touch with our team now to discover how we can help you establish a safe workplace environment free from harassment for your employees.