Archive | May, 2019

2019 Sexual Harassment Prevention

31 May
May-Train the Trainers
As an ongoing service to our clients, CalWorkSafety provides extensive training courses. Given the latest changes in California and federal sexual harassment laws, our goal is to ensure that you understand what these laws entail regarding employee training. IT ISN’T OPTIONAL.
The latest CA and federal sexual discrimination, harassment and retaliation laws have changed. Employers are now required  to “take reasonable steps to prevent and correct wrongful (harassing, discriminatory, retaliatory) behavior in the workplace.”
This means that all CA employers with 5+ employees are nowrequired to provide at least two hours of sexual harassment prevention training by the end of 2019, and every two years thereafter. This training must also be provided in a classroom setting, through interactive E-learning, or via live webinar.
Our trainers/educators are experts in harassment training based on gender identity, gender expression, and sexual orientation, as well as practical examples of such harassment. CA employees must also be trained during calendar year 2019. Employees who were trained in 2018 or before must be retrained.
Toolkit Content: Sexual Harassment Abusive
Conduct Prevention Training
  1. Power Point Presentation
  2. Sexual Harassment Prevention Brochure
  3. Sexual Harassment Prevention Poster
  4. Model Sexual Harassment Prevention Policy (optional)
  5. Workplace Harassment Investigation Guide
  6. Certificate and Sign-In Sheet
  7. Quiz and Answer Key
To ensure that our clients remain compliant, we’ve designed a comprehensive new Tool Kit – “Sexual Harassment Prevention Training Course” that defines who is affected, what is required, how to meet compliance deadlines … including all aspects of the training tools for 2019 and beyond.
Your Effective Anti-Harassment Program Includes:
  • A clear written policy that is distributed to employees and discussed at meetings on a regular basis (for example, every six months).
  • Buy in from the top. This means that management is a role model of appropriate workplace behavior, understands the policies.
  • Training for supervisors and managers (two-hour training is mandated under two laws commonly referred to as AB 1825 and AB 2053), as well as a one-hour training for employees.
  • Specialized training for complaint handlers.
  • Policies & procedures for responding to and investigating complaints
  • Prompt, thorough and fair investigations of complaints.
  • Prompt and fair remedial action.
So, let’s get you signed up. Contact us today to begin
the “Sexual Harassment Training Compliance Race”
for your company. Email:
or call: 949-533-3742 today.   
Cal/OSHA Multi-Lingual Employee/Trainer Materials:

Form 300A Summary Posting Ends Soon But Don’t Toss Them Yet …

1 May
May-Keep Form 300A Summaries.png
April 30 was the last day employers have to post the 2018 Cal/OSHA.

This means that on May 1, employers can take down the notice.

The annual, mandatory posting is displayed from February 1 to April 30. However, employers can’t dispose of the Form 300A once the notice is taken down.

Even After the Posting Period Ends …
Employers Must Retain Form 300A Summaries for Five Years

Form 300A  is a summary form – and separate from Form 300 Log of Work-Related Injuries and Illnesses (Form 300). Employers use the Form 300 to record and classify all work-related injuries, illnesses and fatalities, as well as detailed information about those events.
Just like Form 300A, the recordkeeping rules also apply to Form 300.Which means you must have 5 years worth of these records and be able to furnish them within four (4) hours’ notice to a Cal/OSHA inspector upon request. (That means 2014, 2015, 2016, 2017 and 2018 records).