Sexual harassment prevention training is more than just a compliance checkbox—it’s essential for building a respectful, safe, and productive workplace. In California, the Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act of 1964 establish strict requirements for workplace training.Here’s a breakdown of the required elements of sexual harassment training to ensure your organization remains compliant.

1. Definition of Sexual Harassment Under FEHA & Title VII
   • Every training must explain how harassment is defined, including both quid pro quo harassment and hostile work environment harassment.
2. Statutes and Case-Law Principles Employees and supervisors should learn about the laws and case precedents that prohibit and prevent harassment.
   • Meritor Savings Bank v. Vinson (1986) – Confirmed that sexual harassment violates Title VII and that a hostile work environment, even without economic loss, is illegal.
   • Faragher v. City of Boca Raton (1998) and Burlington Industries, Inc. v. Ellerth (1998) – Clarified employer liability and defenses regarding harassment by supervisors.
   • Oncale v. Sundowner Offshore Services, Inc. (1998) – Ruled that same-sex harassment is also covered under Title VII.
3. Examples of Sexual Harassment in the Workplace
   • From offensive jokes and comments to unwanted advances, inappropriate images, or physical conduct—training should highlight real-world examples of harassment.
4. Remedies Available to Victims
   • Victims have the right to file internal complaints or seek external remedies through the EEOC or the California Civil Rights Department.
5. Prevention Strategies That Work
   • Training must include bystander intervention techniques, proactive communication, and preventive steps supervisors can take.
6. Supervisors’ Duty to Report Harassment
   • Supervisors are legally obligated to report incidents they witness or hear about.
7. Confidentiality in the Complaint Process
   • Confidentiality is protected but not absolute; some details may need disclosure during investigations.
8. Reporting Resources for Victims
   • Employees should know internal reporting contacts and external agencies available for support.
9. Employer Obligations to Correct Harassment
   • Employers must take prompt corrective action when harassment occurs, including training, counseling, or disciplinary measures.
10. Handling Complaints Against Supervisors
    • Employees should know alternative reporting channels and employers must ensure fair, impartial investigations.
11. Effective Anti-Harassment Policy Essentials
    • Training should cover your company’s policy, anti-retaliation protections, and reporting procedures.
12. Abusive Conduct (Workplace Bullying)
    • California law (Gov. Code 12950.1(g)(2)) requires training on abusive conduct like verbal abuse, humiliation, or sabotage.