This highly informative, new course about sexual harassment prevention in the workplace--specifically for Dentists, Managers & Supervisors who are required to take 2 hours of CE training.
Our first hour of training is for also for non-supervisors that only need 1 CE Hour of training. They will be excused after the first hour of class and receive only 1 CE credit.
This course offers the entire dental supervisory staff a 2 CE Hour informational filled look at issues that can be identified, corrected and avoided.
In our work environments, documentation of this class of training is necessary for staff, personal and patient safety.
These courses allow SB-1343 compliance. At the same time earning California Dental Board continuing education credit
Dentists, Managers & Supervisors:
2 Hour Course = 2 CE
1Hour Course = 1 CE
Non-Supervisory staff only need to stay for the
1st hour of class.
California employers of five or more employees must provide expanded training on sexual harassment prevention to all of their employees by Jan. 1, 2021.
Employers who trained their employees in 2019 were required to provide refresher training two years from the employees initial training. Which means the employees were due to be trained in 2021 and must be trained immediately. Employees trained in 2020 must complete training in 2022.
Employers with at least five employees, in order to comply with the training requirements, and provide:
(1) at least two hours of sexual harassment prevention training
to all managerial employees
(2) at least one hour of sexual harassment prevention training
to all nonmanagerial employees.
The laws prohibiting harassment grew out of laws prohibiting discrimination, as harassment is considered a form of unlawful discrimination. Both are tied to the same protected classifications.
The laws against harassment in California basically apply to all employers with one or more employees (unlike law's against discrimination and retaliation, which apply to employers with five or more employees) and employers may be personally held liable for unlawful harassment.
Harassment laws apply not only to employees and applicants, but independent contractors, vendors, patients and unpaid interns. Likewise, employees are protected from unlawful harassment by independent contractors, patients and vendors.
An employer may be held liable for harassment committed by managers, coworkers and nonemployees if the employer knew or should have known of the harassment and failed to take immediate and appropriate corrective action.