Are You in Compliance? California's New AB1825 LawLearn Politics on mps-politics.com. Are You in Compliance? California's New AB1825 Law article will help answer your questions on Politics.We at mps-politics.com specialize in Politics. Politics at mps-politics.com provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
I was speaking recently at a business network meeting when a business owner asked whether she needed to be concerned with California's new Sexual Harassment law, AB1825. This business owner runs her company with 18 full-time, 20 part-time employees, 8 temp workers, and 5 sales subcontractors who are located in several states. Requirement: 50 + employees On the surface it appears that she does not meet the 50+ employee requirement that determines whether she must train her supervisors. Taking a closer look at the law, however, reveals that temporary service workers and independent contractors, regardless of where they are located are included in the total count of employees. Requirement: Training must encompass all aspects of harassment, discrimination, and retaliation. The training must address retaliation and: sex, race/color, religion, age, and national origin harassment and discrimination. Typically previous trainings did not include these areas. Another business owner wanted to know whether or not they could continue to train in the same manner as the previous year's training. Requirement: A system in place to track and document employee participation and compliance The answer is maybe yes, maybe no. If the training included all forms of harassment and discrimination AND tracked employee participation throughout the training (not just through sign in/out sheets) AND assessed their understanding of the material AND you can provide proof, then yes, continue to train as in previous years. A business owner, one on a very tight budget, commented "it is good that I only have to train 5 supervisors, because I can't afford to train more." Requirement: Businesses must provide a harassment-free workplace for everyone With this in mind, how harassment-free will the workplace be if this owner only trains the supervisors? . And if a claim is made by the employee, will the money saved by training only supervisors, be enough to pay for attorneys, lost production time, and/or punitive damages? Probably not. Conclusion: Regardless of the number of employees, location of employees, or previous training, employers need to both protect their company from harassment and discrimination claims and comply with the law. Ensure that your company is protected by training all employees in harassment and discrimination prevention. Visit Chrome Zebra for more information on AB1825.
It's official. Nobody likes SOPA, at least not outside of Hollywood and the recording industry. Each of the leading presidential candidates has come out against the controversial Stop Online Piracy Act and its companion Protect IP Act in recent days, including President Barack Obama and his administration. Obama and the field of Republican presidential hopefuls, in varying degrees, say the legislation would infringe on freedom of expression and undermine a free Internet. Their opposition signaled a substantial erosion of support for PIPA and SOPA, which have since been shelved. Where the Presidential Candidates Stand on SOPA and PIPA originally appeared on About.com US Politics on Monday, January 23rd, 2012 at 07:00:13. Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 |
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