California’s anti-harassment training law, commonly known as “AB 1825,” recently saw its first update since 2007. According to AB 2053, effective January 1, 2015, employers subject to AB1825 must include coverage of “abusive conduct” in training programs provided to managers. AB 2053 defines “abusive conduct” as:
conduct of an employer or employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interests. Abusive conduct may include repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person’s work performance. A single act shall not constitute abusive conduct, unless especially severe and egregious.
Interestingly, AB2053 does not add “abusive conduct” to the list of protected categories under the California Fair Employment and Housing Act, but only expands the training requirement of AB1825. The existing requirements of AB1825, including the mandate for employers with 50 or more employees to provide two hours of anti-harassment training to managers and supervisors every two years, remain in place. December 31, 2005 was the first training deadline under AB 1825, which means many employers face another training deadline in 2015.
Skillsoft is updating its California-specific harassment training solution to incorporate coverage of abusive conduct. Learn more about this and our other workplace compliance solutions by visiting: http://skillsoftcompliance.com/.
Charlie Voelker, Esq. is a Legal Compliance Solution Manager at Skillsoft.