Category Archives: Compliance

Sexual Harassment Training Compliance may be delayed, but it’s NOT what you think

As we know, California has enacted a series of laws that strengthen the state’s protections against workplace harassment. The deadline for sexual harassment training compliance has been updated to January 1, 2021, a year later than the initial date of January 1, 2020.

Even though companies have an extra year to fully comply with these new harassment laws, we recommend to not delay training. Companies must still provide training to all new employees within the first 6 months of hire. So, in order to ensure best practice, companies need to start implementing them as soon as possible.

We advise companies to use a learning platform, like CorpStrat, to keep employers on track and help with compliance. Employers will be able to easily upload their roster, push out trainings, track progress and secure completion certifications. With a platform, companies will be able to get started on compliance right away. Again, it is important to know that delaying is not best practice.

To recap, here are the new California laws that companies must implement:

  • Require employers with five or more employees in the state to provide sexual harassment prevention training to all employees;
  • Expand and clarify employer liability for workplace harassment; and
  • Prohibit employers from entering certain agreements related to sexual harassment and other unlawful acts in the workplace.

All California employers should become familiar with the new laws. Those with five or more employees should review the new training requirements and ensure that each of their employees receives the required training by the end of 2020.

  • Managers must complete 2 hours
  • Employees must complete 1 hour

The appropriate training must be completed by each employee within six months of assuming his or her job. Each employee must receive the appropriate training once every two years.

The deadline for initial compliance with these requirements is now January 1, 2021.

Contact CorpStrat to learn more about our learning platform ASAP! Don’t delay.

 

Sexual Harassment Training Updates

Last month we presented you with an overview of the new California laws around sexual harassment in the workplace. We are back today with an update on the deadline of when workplaces are required to comply.

Instead of January 1, 2020, the deadline for initial compliance for the below requirements is now January 1, 2021. Although companies now have an extra year to fully comply with these new harassment laws, we recommend starting to implement them as soon as possible, for best practices. It is also important to keep in mind that all companies must complete the training with new hires within the first 6 months of hire.

As a refresher, California has recently enacted a series of laws that strengthen the state’s protections against workplace harassment. The new laws are as follows:

✔️ Require employers with five or more employees in the state to provide sexual harassment prevention training to all employees;

✔️ Expand and clarify employer liability for workplace harassment; and

✔️ Prohibit employers from entering certain agreements related to sexual harassment and other unlawful acts in the workplace.

All California employers should become familiar with the new laws. Those with five or more employees should review the new training requirements and ensure that each of their employees receives the required training by the end of 2020.

✔️ Managers must complete 2-hours – employees 1-hour.

The appropriate training must be completed by each employee within six months of assuming his or her job. Each employee must receive the appropriate training once every two years.

The deadline for initial compliance with these requirements is now January 1, 2021.

CorpStrat has a learning platform that can help employers easily comply for a nominal expense. With our platform, you can easily upload your roster, push out trainings, track progress and secure completion certifications.

Contact us to learn more ASAP! Don’t delay.

 

How We Helped a Cannabis Start-Up Find Ease in Payroll and Become HR Compliant

Our Client

7Points is a cannabis cultivating company in Woodlake, California. They seek to offer their customers a continuously unique and pleasurable experience with their product.

Their Challenge

7Points is a start-up looking to grow quickly and needed systems and processes that were smooth, compliant and reliable from the start. They turned to CorpStrat for their Payroll and HR needs and received just what they were looking for.

Recommendation + Results

Instead of paper timesheets, 7Points employees are now using biometric timeclocks that sync directly into payroll. They are now able to avoid any timekeeping discrepancies and have saved endless time now that their hours are no longer manually entered.

In addition, 7Points turned to CorpStrat HR to make sure they were in compliance with all their HR-related needs. The first item on the agenda was the NEW California State required Sexual Harassment Training for all employees. 7Points can now have confidence in their policies and procedures when it comes to employees who are consistently compliant with State and Federal laws.

Cannabis-related companies have traditionally had a difficult time establishing banking and payroll practices. Contact the team at CorpStrat to help your company deploy best practices in benefits, compliance, learning, HR and technology.

Got Sexual Harassment Training? We Do!

Business presentation on corporate meeting

California has enacted a series of laws that strengthen the state’s protections against workplace harassment. These new laws:

✔️ Require employers with five or more employees in the state to provide sexual harassment prevention training to all employees;

✔️ Expand and clarify employer liability for workplace harassment; and

✔️ Prohibit employers from entering certain agreements related to sexual harassment and other unlawful acts in the workplace.

All California employers should become familiar with the new laws. Those with five or more employees should review the new training requirements and ensure that each of their employees receives the required training by the end of 2019.

✔️ Managers must complete 2-hours – employees 1-hour.

The appropriate training must be completed by each employee within six months of assuming his or her job. Each employee must receive the appropriate training once every two years. ‘’

The deadline for initial compliance with these requirements is Jan. 1, 2020.

CorpStrat has a learning platform that can help employers easily comply for a nominal expense. With our platform, you can easily upload your roster, push out trainings, track progress and secure completion certifications.

Contact us to learn more ASAP! Don’t delay.

 

The Legal Implications of Personality Testing

There are some companies that require job applicants to take a personality test, or Myers-Briggs personality test, before being considered for a role. And then there are companies who are seriously considering adding it to their hiring process. Ultimately, companies want to get a sense of how one sees the world and makes decisions.

Some companies believe this type of insight can help employers make predictions regarding future job performance and success. At the very least, it allows employers to get to know an applicant and find the right fit through more than just the traditional interview process. However, tread lightly because while these tests sound appealing and like a no brainer, they raise many legal issues, particularly in the areas of potential discrimination claims and privacy laws.

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