Who Should Post the California Sexual Harassment Poster?
Displaying the California Sexual Harassment Poster supports California employers in the performance of their duties under law, maintains the sexual harassment zero-tolerance culture of the workplace, serves as a daily training and reinforcement tool, is a powerful deterrent and effective means of limiting or avoiding an employer’s exposure to complaints and litigation. Under California law, employers have an affirmative duty to:
What does the California Sexual Harassment Pamphlet cover?
The pamphlet covers:
- Two Types of Sexual Harassment, including:
- “Quid pro quo” sexual harassment
- “Hostile work environment” sexual harassment
- Offensive Behaviors that may constitute sexual harassment, including sexual advances, offering benefits in exchange for sexual favors, and examples of visual, verbal, or written expressions or depictions, physical actions, or retaliatory threats that may amount to sexual harassment.
- Employer Responsibility & Liability for harassment by supervisory and non-supervisory personnel and when an employer can be held liable for sexual harassment by non-employees in the workplace.
- Detailed List of actions all employers must take to prevent and correct sexual harassment harassment in the workplace, including:
- Distributing the California Sexual Harassment Pamphlet (#05300 English, #05301 Spanish)
- Posting the CRD’s “California Law Prohibits Workplace Discrimination and Harassment” Poster in the workplace.
- Developing a written harassment, discrimination, and retaliation prevention policy as specified.
- Distributing the employer’s policy via an approved means of communication.
- Translating the employer’s policy into every language spoken by at least 10% of the workforce.
- Training employees in the prevention of sexual harassment, including harassment based on gender identity, gender expression, and sexual orientation, if the employer has 5 or more employees. The training must be provided once every two years, of at least:
- one hour to each non-supervisory employee ; and
- two hours to each supervisory employee.
- Filing a Complaint with the California Civil Rights Department (CRD) if an employee or applicant believes they have experienced sexual harassment at a place of employment, including a detail description of the functions of the CRD and its resolution capabilities.
- Civil Remedies, including damages for emotional distress, hiring or reinstatement, back pay or promotion, and changes in the policies or practices of the employer.