E-mail: info@bedr.work • Phone: (949) 385-3570

We are offering in-person classroom and e-learning Sexual Harassment and Abusive Conduct Prevention

The Department of Fair Employment and Housing (FEHA) describes sexual harassment as a form of discrimination based on sex/gender (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, or sexual orientation. Individuals of any gender can be the target of sexual harassment. Unlawful sexual harassment does not have to be motivated by sexual desire. Sexual harassment may involve harassment of a person of the same gender as the harasser, regardless of either person’s sexual orientation or gender identity.

Employers must provide sexual harassment prevention training to all employees - make sure you meet the deadline!

We can help you meet all the compliance requirements. We provide both classroom and e-learning trainings.

For e-learning training click below:

Meet Your Team


Ashley Huynh

Esq., PHR, SHRM-CP from BEDR, Inc.


Email: ashley.huynh@bedr.work

Ashley is one of the few HR consultants that is a currently licensed CA attorney and dual certified in human resources. She balances her HR, legal, and business expertise from her 20 years as a business/human resources leader and consultant at Fortune 100 companies and start-up to mid-sized businesses. Her experience includes an externship for an administrative law judge at the Equal Employment Opportunity Commission (EEOC) where she reviewed cases files and prepared legal summaries on Title VII discrimination complaints. She specializes in training for sexual harassment prevention in compliance with California legislative requirements, advising on workplace investigations, and employee handbooks/policy development.


Carolina Caro



Email: Carolina@CarolinaCaro.com

Carolina is a certified Leadership Coach, Facilitator and Professional Speaker. She supports organizations with their learning and development needs. She is a credentialed member (PCC) of the International Coaching Federation (ICF), has earned her designation as a Professional Member of the National Speakers Association and was recently invited to join the Forbes Coaches Council. Carolina brings a multidisciplinary background to her practice with an undergraduate degree in Cell and Molecular Biology, a Masters degree in Science (Experimental Medicine), a Masters degree in Business Administration and a professional certificate in acting from the Neighborhood Playhouse School of Theatre in New York.

The requirements that Employers must fulfill are the following:

Recent regulations were passed in California requiring employers of five or more employees (or independent contractors) to provide expanded training on sexual harassment and abusive conduct prevention to all of their employees.

  • At least two hours of sexual harassment prevention training to all supervisors
  • At least one hour of sexual harassment prevention training to all non- supervisory employees
  • After the compliance requirements are met, employers must provide training every two years at minimum.  
  • Training must occur within six months of hire to a non-supervisory position or promotion to a supervisory position (including hiring) as applicable.
  • Newly created businesses with five or more employees or contractors must provide training within six months of the business’ establishment and then every two years thereafter.
  • Part-time, temporary and independent contractors must be included toward the minimum count of five employees.
  • The training may be conducted as a group presentation or on an individual basis and may be broken into shorter time segments as long as the two-hour requirement for supervisors and one-hour requirement for non-supervisory employees are met.
  • Employees hired after Jan. 1, 2020, who received training by a previous employer need only be required to read and acknowledge receipt of the employer's anti-harassment policy within six months of assuming the new position. The burden of establishing that the prior training was legally compliant with this section is on the current employer.

Training for seasonal and temporary employees

Employers currently have the same requirement for training temporary and seasonal employees, as well as any employee who is hired to work for less than six months.  The training for temporary or seasonal employees must occur within 30 calendar days after the hire date or within 100 hours worked, whichever comes first.

Training formats

Employers can satisfy this training by offering classroom training, e-learning or webinars that are interactive.

Record-keeping requirements

To track compliance, employers must keep documentation for a minimum of two years and be able to provide copies upon request. 

The training record must include all of the following minimum information:

  • The name of the employee/supervisor who received training
  • The training type and date
  • The attendance sign-in sheet
  • A copy of all certificates of attendance or completion issued
  • A copy of all written or recorded materials that comprise the training
  • The training provider’s name

 ** All our trainings fulfill the needs required to be in compliance **