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Sexual Harassment Prevention Training for Janitorial Services Resumed

06 Feb

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Update Applicable to:Effective date
All employers with at least 1 covered worker as defined in the lawBiannual – From January 1 through June 30 of every year or from July 1 through December 31


What happened?

The Labor Commissioner’s Office resumed the implementation of the Sexual Violence and Harassment Prevention Training for Janitorial Service Providers, which was delayed due to the COVID-19 pandemic. 

What are the details? 

  • Because the law mandates that the training must be done in person, this was not possible due to the restrictions enacted in California. 
  • Now that the restrictions have been lifted (since February 28, 2023), training “in person” as established in the law can resume. 
  • In person training resumed on January 1, 2024.
  • The list of qualified organizations is posted on this website as of January 1, 2024. 


Business Considerations 

  • Plan to resume the mandated training to avoid the law’s established non-compliance penalties. 
  • Clients who hire non-compliant janitorial employer services are also subjected to penalties, so it is a best practice to visit the above qualified organizations website to search for qualified trainers in your area. 


Resources


Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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