Harassment Prevention Training Not Required Now Until Calendar Year 2020

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The requirement to provide harassment prevention training to both supervisory and nonsupervisory employees is now not required until calendar year 2020, as opposed to the previous SB 1343 requirement that all applicable harassment training be conducted this year.  This new change in the law will allow employers more time to provide any required training to those employees not already trained – especially nonsupervisory employees who are now required to receive at least one hour of harassment training every two years.

Harassment Prevention Training Conducted in 2018 & 2019?

What if you trained your employees in 2018? With the new timeline for implementing this training now calendar year 2020, any previous 2018 harassment training would be on track for the standard two-year follow-up training in calendar year 2020.

What about employers who already provided SB 1343-compliant training to supervisory and nonsupervisory employees in 2019? Refresher training is not required again for another two years, calendar year 2021.

New Law : AB 1804, Committee on Labor and Employment. Occupational injuries and illnesses: reporting

Existing law requires an employer to file a report of every occupational injury or occupational illness, as defined, of each employee that results in lost time beyond the date of the injury or illness, and that requires medical treatment beyond first aid, with the Department of Industrial Relations, on a form prescribed by the department. Existing law requires an employer to immediately report a serious occupational injury, illness, or death to the Division of Occupational Safety and Health by telephone or email, as specified.
This bill, instead, would require the report of serious occupational injury, illness, or death to the division to be made immediately by telephone or through an online mechanism established by the division for that purpose. The bill, until the division has made the online mechanism available, would require that the employer be permitted to make the report by telephone or email.