The first priority of every organization must be the safety of the employees. It has to go to every length to ensure that each employee is safe. The motto should be “an ounce of prevention is worth a pound of cure.” California legislators and the Equal Opportunities Commission went a little further and put together mandate AB1825 to make sure that all was well.
Mandate stipulates that any company with 50 or more employees must send a manager or supervisor for sexual harassment training in California. This can be done online or in the “live” classroom setting, and it should be done every two years.
But what about those companies that do not have 50 or more employees? Still, workplace security rests with the employer and he should consider some of the following steps.
The first step
Ensure that the Department of Human Resources (HR) has the appropriate material to launch a good awareness program.
If there is no HR department, then someone should be put in charge of affairs and complaints of sexual harassment in the workplace.
Companies can also choose to seek independent human resources to handle the affairs of sexual harassment.
A company must ensure that all newly hired employees undergo serious sexual harassment awareness survey, interviews, training or questions.
As the managers and supervisors play a major role in this case, they must be armed with ready-made material to distribute among the workforce. These items can be distributed at employment agencies.