Below are answers to common questions I receive from California employers about workplace training.
What types of workplace training do you provide? I offer attorney-led training programs for California employers, including sexual harassment prevention, supervisor harassment and discrimination prevention, workplace violence prevention under SB 553, Cal/OSHA safety trainings including hazard communication, emergency action plans, IIPP, and heat illness prevention, and active shooter and emergency response preparedness.
Who is required to receive sexual harassment prevention training in California? California requires all employers with five or more employees to provide training. Supervisory employees must receive two hours every two years and within six months of hire or promotion. Non-supervisory employees must receive one hour every two years and within six months of hire. Seasonal and temporary workers must be trained within 30 calendar days of hire or 100 hours worked, whichever comes first.
How is training delivered? I offer live attorney-led training delivered remotely via Zoom or in person at your workplace. Both formats are interactive and fully compliant with California's legal training requirements.
Do employees receive certificates of completion? Yes. Each participant receives a certificate of completion, and I provide guidance on maintaining the compliance records California law requires.
What qualifies you to provide workplace training? As a licensed California employment attorney with specific training in workplace investigations and HR compliance, I bring current legal knowledge and practical experience to every session. Training through an attorney ensures that legal requirements are covered accurately and that real-time legal questions can be answered on the spot.
Can training be customized for my business? Yes. I tailor training to reflect your industry, workforce, and internal policies. For specialized technical safety topics, I may collaborate with certified professionals to ensure accuracy while overseeing legal compliance.
What are the consequences of not providing required training? Non-compliance can result in regulatory penalties, increased legal liability, and reputational harm. In employment disputes and agency investigations, failure to train is frequently cited as evidence against the employer.
How often does training need to happen? Most mandatory trainings such as sexual harassment prevention are required every two years. Safety trainings may need to be refreshed annually or when workplace conditions change. I can help you map out a compliance calendar for your business.
Have Questions? If you do not see your question here or want to discuss a specific situation, call me at 310-213-7711 or schedule a consultation online.
Disclaimer: This FAQ is for informational purposes only and does not constitute legal advice or create an attorney-client relationship.
