close dialog

- News Flash! HRSPI Acquired. -

HR Solutions Partners, Inc. (HRSPI) is pleased to announce that HRSPI has recently been acquired by experienced Silicon Valley professionals.

The new owners recognize the value of the business and will maintain the existing HRSPI brand and service offerings. I have committed to serving as a member of the Advisory Board to assist in the transition and provide guidance and advice in 2021.

I am confident the new leadership will be able to bring not only the best and brightest HR talent to their clients but also to support their service offerings with state-of-the-art technology.

You can look forward to more details in the New Year!

Donna DeGrande, CEO
HR Solutions Partners, Inc.

Blog Post (Archives)

Harassment Prevention: How Do We Ensure We're Training at the Right Intervals?

(posted: May 10th, 2016)

Sexual harassment training questions

A client recently wanted to know, "What's the best way to keep track of sexual harassment prevention training so that we are sure we stay compliant?"

It's a good question, especially since there is a somewhat unexpected twist to the requirements!

California state regulations permit employers to use individual tracking or training year tracking, or a combination of both, when keeping track of harassment prevention training.

Tracking Methods for Mandatory Harassment Prevention Training

Individual Tracking:
This lets you track the training that each person receives. You can track your training requirement for each supervisor on an individual calendaring basis. You measure two years from the date that the supervisor last completed training.

  • For example: You promote a new supervisor on April 15, 2016. The supervisor receives harassment prevention training on September 22, 2016 - meeting the training requirement of within six months of hire or promotion. That supervisor must be retrained by September 21, 2018, to satisfy the every two years requirement.

Training Year Tracking:
You can designate a "training year" in which you train your supervisors. You must retrain all supervisors every two years by the end of the designated training year, even those newly hired or promoted supervisors that received training in the prior year.

  • For example: You trained all supervisors in 2015 and schedule 2017 as the next training year. An employee was promoted to supervisor on February 5, 2016, and receives the initial training on June 10, 2016 - so, within six months of their promotion, as required. However, that supervisor must be retrained by December 31, 2017, to align with the company's training year schedule, even though it will be less than two years since the last training.

Training From a Previous Employer Counts

Note that you may not need to retrain newly hired supervisors who received sexual harassment training from their previous employers within the prior two years. The regulations allow employers to accept an employee's previous training as valid and to put that supervisor on a two year tracking schedule based on his/her prior training date.

However, the new employer must prove that the prior training was sufficient and meets the legal requirements of mandatory training law. In addition, the supervisor must read and acknowledge receiving the current employer's anti-harassment policy within six months of being hired or promoted.

We are here to help! If you have concerns about your mandatory sexual harassment prevention training, please Contact Us!

close form

Blog Feedback Form

first name: last:

Email Address and Last Name are required for security ONLY they do NOT appear with your post.

Allow 10 minutes between posts.

All post are subject to moderation.


feedback (2000 chars):

Subscribe me to KLR's Business Growth Report E-Newletter

Login to HRSPI Client Portal
Forgotten PasswordForgot Password
Executive Search Executive Search

Harrassment Prevention

HRSPI offers comprehensive, interactive, AB 1825 and SB 1343 compliant training. Programs include introduction to recent anti-bullying legislation.

Latest News

News Archives

Latest Blog

Blog Archives