Guide to SB 1343 Harassment Prevention provisions
Examples of actionable activities in complying with harassment prevention (your circumstances may vary), may include:
Create written harassment prevention plan
- Clear and easy to understand written policy (usually in employee handbook)
- Procedures for reporting, investigating, documentation and action
- Buy-in from the top. Management leads by example
- Specialized training for complaint handlers
- Prompt, thorogh and fair investigations of complaints
- Prompt and far remedial action
- Have employees review a copy of Harassment Prevention policy and sign to acknowledge receipt
Mandated Training
- Determine employee count for training mandate (consider harassment process regardless of size)
- Determine employee required training; supervisor/manager two-hour training every two years, nonsupervisor one-hour traineng every two years
- Determine timing of training. Supervisor training within 6-months of promotion, employees hired on or after January 1, 2019 within 100 hours of work or 30 calendar days, whichever is first. January 1, 2020 seasonal employees and interns. By January 1, 2021 for all others (consider all training performed
- Have employees and supervisors complete training by deadlines
SB 1343 Required Documentation
- Post Harassment Prevention poster in conspicuous location, such as a breakroom
- Distribute a copy of DFEH pamphlet to all employees going through training
- DFEH pamphlet is one of the required pamphlets to be distributed to new employees upon hire
Communication
- Harassment Prevention should be Comminicated at beginning of employment by providing required Harassment Prevention pamphlet, policy in employee handbook and required training
- Policy should be discussed at meetings on a regular basis
- Specialized training for complaint handlers
- Complaints should be investigated promptly, fairly and thoroughly, with Prompt and fair remedial action
