For most California companies 2009 is a compliance training year.

For most California companies 2009 is a compliance training year. 09-09-2009

For most California companies 2009 is a compliance training year.

California law (AB 1825) requires all managers/supervisors to take a two-hour training program every two years to prevent illegal sexual harassment, discrimination and retaliation. The law also mandates that all new managers/supervisors take this same training within six months of hire or promotion.

Even in tough economic times, omitting training is not an option. That would be like canceling your flood insurance when a hurricane is predicted! Workplace discrimination filings soared to an unprecedented level of 95,402 during fiscal year 2008, a 15 percent increase in just one year. Sexual harassment charges went from 12,510 in 2007 to 13,867 in 2008, the largest number of charges since 2002, sharply reversing a ten-year trend of flat or declining sexual harassment charges. Claims of age discrimination and retaliation charges saw the largest increases: up 29% and 23%, respectively.

How can you be sure your training actually meets California law, prevents illegal harassment and protects your company from lawsuits?

Fair Measures training programs exceeds all legal requirements AND are:

Live - with one of our qualified employment law attorneys.
Interactive - requires participants to interact with the material at least every 2-4 minutes.
Engaging - uses real life stories, actual cases, participant polls, and great videos.
Responsive - participants can ask questions and get answers immediately.
FUN! - humorous, wacky, but true stories keep your group laughing and learning.
Thorough - covers all topics mandated by California law and meets all format requirements.
User Friendly - focused on your learners' needs to ensure practical application at work.
Practical - includes simple, easy to implement strategies managers can use every day.
Effective - changes behavior and will save you attorney fees and prevent costly lawsuits.

Information here is correct at the time it is posted. Case decisions cited here may be reversed. Please do not rely on this information without consulting an attorney first.