California-mandated training and management-level employment-law education.

AB 1825 / SB 1343 — California's mandatory training

California Government Code §12950.1 requires every California employer with 5 or more employees to provide sexual-harassment prevention training:

All employees. 1 hour of training within 6 months of hire, then every 2 years thereafter.

Supervisors. 2 hours of training within 6 months of becoming a supervisor, then every 2 years thereafter.

Training must cover specific content: definition of sexual harassment, examples, employer's complaint process, retaliation prohibition, bystander intervention, abusive-conduct prevention, gender-identity and sexual-orientation harassment. Training records must be retained for 2 years.

Non-compliance creates affirmative defenses-out for the employer in harassment claims. A company without compliant training has a harder time arguing it took reasonable steps to prevent harassment — which is the core defense in many FEHA claims.

What we deliver

Compliant AB 1825 / SB 1343 training

Live or recorded training sessions covering all required content, in California-specific language, with the company's actual handbook policies referenced. Training records, sign-in sheets, completion certificates.

Manager-level employment-law training

Beyond the AB 1825 minimum — training for managers on the broader employment-law issues they face: documentation, performance management, accommodation requests, leave administration, terminations, retaliation avoidance. Substantive 3-4 hour sessions.

Workplace-violence prevention training (SB 553)

Required as of July 2024 for most California employers. Annual training plus training when the workplace-violence prevention plan is updated. Often paired with the AB 1825 training cycle.

Custom topical training

Specific topics on request — California wage-and-hour for managers, accommodation request handling, FMLA/CFRA leave administration, social-media-policy training, BYOD compliance. Scoped per topic.

How training engagements work

Discovery call. What the company needs (legal compliance only or substantive depth?), how many employees, how many supervisors, single-location or multi-location, in-person preferred or recorded. Quote based on scope.

Material development. Training materials customized to the company's industry, handbook, and specific risk profile. Generic-vendor training fits the legal minimum; custom training fits the actual risk landscape.

Delivery. Live sessions (in-person or video) with Q&A, or recorded sessions with quizzes and completion tracking. Live delivery has a meaningful retention advantage; recorded delivery has cost and scheduling advantages. Both meet the legal requirements.

Documentation. Training records, sign-in sheets, completion certificates, training-content records — everything needed to prove compliance if a claim is filed.

What we don't do

Generic e-learning courseware. We don't license or sell pre-recorded training videos from generic vendors. Companies needing only the legal minimum and willing to use vendor courseware can typically get there for $5-15 per employee per cycle through HR-tech vendors. We focus on substantive training.

Compliance-only training without substance. We won't deliver training that satisfies the AB 1825 minute count without addressing the actual issues. Compliance-theater training is worse than no training — it documents that the company knew what was required and chose not to engage with it.