Discrimination and harassment prevention training.

Plain English Breakdown

The official source material does not specify how certificates must be provided (electronically or printed).

Training for Safe Workplaces

AB-1015 allows employers to use certificates from previous training to meet their legal requirements for preventing discrimination and harassment in the workplace.

What This Bill Does

• Allows employers with at least five employees to satisfy training requirements by showing that an employee has a certificate of completion from training within the last two years.

Who It Names or Affects

• Employers with five or more employees in California
• Employees who receive anti-discrimination and harassment training

Terms To Know

Certificate of completion

A document that shows an employee has finished required training on preventing discrimination and harassment.

Supervisory employees

Employees who have the authority to hire, fire, promote, or discipline other workers.

Limits and Unknowns

• Does not specify what happens if an employee does not have a certificate of completion.
• The bill has passed both chambers but its final status and any executive action are unknown.

Official Summary Text

AB 1015, as introduced, Patel.
Discrimination and harassment prevention training.
Existing law requires a specified employer with 5 or more employees to, by January 1, 2021, provide at least 2 hours of classroom or other effective interactive training and education regarding sexual harassment to all supervisory employees and at least one hour of classroom or other effective interactive training and education regarding sexual harassment to all nonsupervisory employees in California and, after that date, once every 2 years. Existing law requires that a method be provided for employees who have completed the training to save electronically and print a certificate of completion.
Existing law requires that an employee who has received training in compliance with these provisions within the prior 2 years either from a current or a prior employer be given, and be required to read and acknowledge receipt of, the employer’s
antiharassment policy within 6 months of assuming the employee’s new position and requires that the employee then be put on a 2-year tracking schedule based on the employee’s last training. Existing law places the burden of establishing that the prior training was legally compliant with these provisions upon the employer.
This bill would authorize an employer to satisfy the training requirements by demonstrating that the employee possesses a certificate of completion within the past 2 years.

Current Bill Text

Download Bill PDF