By Stacey Sommerhauser, SPHR, PHRca, SHRM-SCP
In California, employers must adhere to several training requirements not only for managers and supervisors, but also for non-supervisory employees. With the addition of the training required under SB 553 on your company’s Workplace Violence Prevention Plans all the training requirements can be daunting. However, in order to ensure safe and compliant work environments, these mandated training programs aim to keep both managers and employees informed and up-to-date on essential topics.
Here is an overview of California’s key mandatory* (and some not mandatory, but good practice) training programs for managers and employees.
- Harassment Prevention Training* (AB 1825 and AB 1343) – This required training has been in place for some time and requires managers/supervisors and non-supervisory employees to be trained in harassment, discrimination and retaliation prevention every two years.
All employers with five or more employees or independent contractors must provide this training. Silvers HR provides this training via onsite workshops and live webinars for our retained clients.
- Workplace Violence Prevention Training* (SB 553) – This required training must cover various aspects of workplace violence, including the following: a) familiarizing employees with the employer’s plan, how to obtain a copy, and how to participate in the development and implementation of the employer’s plan; b) definitions and requirements of Labor Code section 6401.9; c) how to report workplace violence incidents without fear of retaliation; d) understanding of job-specific violence hazards and preventative measures; e) purpose of the Violent Incident Log and how to obtain related records; and f) opportunities for interactive discussions with someone knowledgeable about the employer’s plan.
All employers with 10 or more employees and/or who are open to the public (that’s most of you reading this) are required to provide training for employees upon hire, annually, and when new or previously unidentified workplace violence hazards are discovered, or changes are made to the plan.
- California Wage and Hour Compliance Training (Managers) – Employers can now reduce potential penalties under a PAGA action if they have proactively taken “reasonable steps” to comply with the CA Labor Code. A critical piece to these “reasonable steps” is training managers and supervisors on CA Labor Code requirements and applicable wage orders. Training topics include, but are not limited to, when employees should be provided a meal period and/or rest break, when reporting time pay is due, how employees must be paid, including when overtime is owed, how off-the-clock work is prohibited, what should be included on an itemized wage statement (aka “paystub”), and much more.
Silvers HR recently held a webinar for our clients’ managers and supervisors on wage and hour compliance. If you are a retained client, be on the lookout for future trainings in this area.
- Indoor Heat Exposure Training* – With exceptions, employers must adhere to Cal OSHA’s Indoor Heat Illness Prevention standards when workers are present in indoor work areas with temperatures equal to or exceeding 82 degrees Fahrenheit. Training must be provided to supervisors and non-supervisors on several topics, including the steps the employer takes to comply with this regulation. Required topics include, but are not limited to, 1) environmental and personal risk factors for heat illness; 2) the employer’s procedures for complying with this regulation; 3) the importance of frequent water consumption; and 4) the importance and methods of acclimatization.
- Outdoor Heat Exposure Training* – Employers who have employees working outdoors in temperatures equal to or exceeding 80 degrees Fahrenheit must provide training to supervisors and non-supervisors on heat illness prevention. This training must cover a range of topics, including 1) recognizing signs and symptoms of heat illness; 2) how to call for emergency medical services; 3) the importance of staying hydrated; 4) how to take cool-down breaks; 5) the employer’s procedures for complying with the standard; and 6) the importance of acclimatization.
Training should be provided before employees are assigned to work in locations where they may be at risk of heat illness, and refresher training must be provided as needed.
- Mandated Reporter Training*— Employers with five or more employees who employ minor workers are required to provide a training class to human resource employees and individuals who supervise minor workers. Certain industries, such as schools, may require other mandated reporter training if employees are working with minor children.
There is no requirement for annual retraining or additional training sessions after the initial training completion.
- Other—Employers should also provide managers and supervisors with training on interviewing (no “small talk”), leaves of absence (when may an employee need one), employee handbook policies/provisions, and any other area(s) of concern.
Depending on your industry, Cal OSHA may require additional training. For a complete list of all training required by Cal OSHA, click here.
For more information on any of these topics, please contact your Silvers HR Consultant.
*Currently training noted with an asterisk is required training.