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AB 1825 Training A e~ nda <br />I. Requirements of AB 1825 <br />a. Applies to all public agencies. and private employers of 50 or <br />more <br />b. Requires employer to provide at least 2 hours of sexual <br />harassment prevention and correction training to all supervisory <br />employees; and <br />c. Training must include practical examples aimed at instructing <br />supervisors in the prevention of harassment, discrimination, and <br />retaliation. <br />II. Specific issues relating to elected officials <br />a. AB 1825 includes broad definition of "supervisor" <br />b. City maybe liable for actions of elected officials <br />III. Overview <br />a. Classes subject to protection <br />b. Laws prohibiting harassment <br />i. Types of prohibited harassment <br />ii. Quid pro quo <br />iii. Hostile work environment <br />iv. Retaliation <br />IV. City's policy as compared to the law <br />V. Specific examples of harassment <br />a. Types of harassing conduct <br />b. Distinction between harassment prohibited by law and <br />harassment not prohibited <br />c. Distinction between harassment prevented by law and <br />harassment prevented by City policy <br />d. Impact of inappropriate, but not illegal, behavior on the <br />workplace <br />VI. Interplay between harassment and disciplinary issues <br />VII. Overview of current legal issues <br />VIII. Discussion of liability of supervisors, non management, and City <br />for harassment <br />IX. Obligations of City in responding to harassment complaints <br />1413369.1 <br /> <br />professional law corporation <br />