An amendment to the California Farm Labor Contractor Act requires that farm labor contractors participate in at least one hour of sexual harassment prevention training each year. In addition, the amendment requires that an applicant for licensure as a farm labor contractor execute a written statement attesting that the contractor’s members of management have been trained in the prevention of sexual harassment.
The new law, which becomes effective January 1, 2015, also gives the California Labor Commissioner enhanced legal authority to revoke, suspend, or refuse to renew a farm labor contractor’s license if the licensee has been found by a court or an administrative agency to have committed sexual harassment of an employee, or has employed a supervisory employee whom he or she knew or should have known has been found by a court or an administrative agency, within the preceding three years, to have committed sexual harassment of an employee.
Jackson Lewis Training Programs
Jackson Lewis has built its practice and reputation by helping clients reduce employment litigation through management education on legal trends, judicial developments, and statutory and regulatory compliance. We have developed management training programs for minimizing sexual harassment, and we regularly conduct educational conferences and training programs nationwide for employers and their management teams, in-house attorneys and human resource professionals on a wide range of issues.
For more information or to schedule training on-site, please contact Jonathan A. Siegel, at SiegelJ@jacksonlewis.com, or the Jackson Lewis attorney with whom you regularly work.
© 2014 Jackson Lewis P.C. This Update is provided for informational purposes only. It is not intended as legal advice nor does it create an attorney/client relationship between Jackson Lewis and any readers or recipients. Readers should consult counsel of their own choosing to discuss how these matters relate to their individual circumstances. Reproduction in whole or in part is prohibited without the express written consent of Jackson Lewis.
This Update may be considered attorney advertising in some states. Furthermore, prior results do not guarantee a similar outcome.
Jackson Lewis P.C. represents management exclusively in workplace law and related litigation. Our attorneys are available to assist employers in their compliance efforts and to represent employers in matters before state and federal courts and administrative agencies. For more information, please contact the attorney(s) listed or the Jackson Lewis attorney with whom you regularly work.