AB1825 California’s Sexual Harassment Law Requires Training Every Two Years?One of the rules that the new California Sexual Harassment law AB1825 requires is that supervisors receive training once every two years. As I understand this requirement is not based on a calendar year but a rolling calendar. Strictly from a administrative point of view this places a burden on employers to maintain accurate records for every supervisor that they have. For the larger organizations it will mean that they will have to keep very good records of everyone's training dates so that they do not violate the two year rule For those employers that have a limited number of supervisors complying with AB 1825 will not be that difficult; however, for the larger organizations it will mean that they will have to keep very good records of everyone's training dates so that they do not violate the two year rule. I guess they could elect to do everyone on the same date each year but then you have those that may be sick, on vacation, or other reasons they cannot be present. Make up dates go on forever. 
Does the government really understand the financial impact it can have on companies? Whenever a new law like AB 1825 comes out the government rarely has a complete idea of how it will impact organizations out there that must live with their decisions. Training every two years does not sound like an overwhelming amount of training on something as important as Sexual Harassment. And does the government really understand the financial impact it can have on companies that will now have to either train in house staff to conduct the training, or hire companies to do it for them. True enough the new AB1825 sexual harassment law does create a whole new demand for specialized trainers and companies that can fulfill the government requirements. The only problem is that every expense that a company must put out has to be recouped somewhere. It boils down to simple mathematics in business and that is you either need to increase sales, increase the price, or reduce expenses. Often reducing expenses comes in the form of fewer employees. Understand that complying with AB1825 is not an option! So by implementing the new AB1825 sexual harassment law requirements a company will be faced with increased expenses. Those expenses will come in the following ways; supervisors labor hours participating in classroom training, training expenses to produce quality training that the new law requires, potentially having to rent training centers to conduct the training in, training materials, time to track the training, and other costs that cannot even be considered at this point, such as legal analysis. Understand that complying with AB1825 is not an option and I am very much a supporter of insuring that no one is sexually harassed in the work place. I have handled numerous claims of sexual harassment over my thirty plus years in management; however, the outcome of any of those claims would not have changed if they had occurred after the new law taking effect. The reason I believe this is because there are laws on the books already!
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