Sexual Harassment Training

The primary goal of the training is to be in compliance with AB 1825 (California Government Code 12950.1), which mandates that employers who do business in California and employ 50 or more employees (independent contractors and temps are included in the 50+ number) provide two hours of sexual harassment prevention training to supervisors at least once every two years.

The training mandated by California’s AB 1825 must be of a high quality, conducted via classroom or other effective interactive training and must include the following topics:

Information and practical guidance regarding federal and state statutory laws about sexual harassment.
Information about the correction of sexual harassment and the remedies available to victims of sexual harassment.
Practical examples aimed at instructing supervisors in the prevention of sexual harassment, discrimination, and retaliation.

Program Outline

People learn when they are involved in the training process. The harassment prevention training program is a fun and interactive training that is presented in a quiz game show format. Participants will compete against each other in their knowledge of harassment prevention.

This training program complies with California’s 2 hour sexual harassment training requirement – AB 1825. All questions are based on case law and hypothetical case scenarios that provide the opportunity for group discussion. Participants will learn the different types of sexual harassment, what their liability could be in a harassment charge, the company liability, what to do if they receive a complaint, and what to do if they feel harassed.

At the end of the program the participants will receive a certificate of completion.


Barbara Trumbly
Barbara Trumbly

Barbara is s a senior professional in human resources with more than fifteen years providing leadership and direction for the management of human resources. As a seasoned consultant, Barbara’s in-depth knowledge of human resources, coupled with her strong analytical skills and practical approach, enable her to work effectively with all levels of an organization. She has worked with clients to deliver custom and practical solutions to their human resource challenges. Projects have included: training and development, strategic human resources planning, leadership development, assessing individual and group performance, compensation and benefits programs. Barbara regularly volunteers for advisory and leadership roles to help serve the human resources profession. Barbara is currently with Centricity Solutions

IRS Commuter Benefits

As a result of the American Taxpayer Relief Act of 2012 (HR 8), Federal law allows employers three ways to reduce the cost of commuting via public transportation (bus, train, ferry or registered vanpool) or qualified parking for employees. Companies can offer employees:

1.             a tax-free employer-paid subsidy

2.             a pre-tax employee-paid payroll deduction, or

3.             a combination of the above (shared employee- employer-paid)

Tax-exempt and pre-tax limits are set by the IRS. The following are the limits for the 2013 tax year, but the effective date may allow for retroactivity back to January 1, 2012 if an employer so chooses:

  • $240 per employee per month for vanpool, bus, ferry, rail (all public transportation)
  • $240 per employee per month for qualified parking, or
  • $480 per month per employee for both public transportation and qualified parking.

When the employee pays part or all of the cost of public transportation via a pre-tax payroll deduction, the employee can set aside up to $240 a month of pre-tax income. The employee saves federal withholding and FICA payroll taxes on the amount deducted. The employer saves paying FICA on the amount deducted. Employees may also share the cost with employers using after tax income. Pre-tax payroll deductions are referenced in the Internal Revenue Code, Section 132(F), as amended by TEA-21, Title IX, Section 910.

Annual Labor & Employment Law Update Seminar

Are you prepared with commission agreements for your employees?

Did you know that some employment agreements are now illegal?

Are you asking applicants for social media passwords?

Do you allow non-employees to view personnel files?

 Don’t miss this dynamic speaker who is back by popular demand and will share information about these topics and more.  Stephen Hirschfeld Esq will:

 *make the learning fun by sharing memorable court cases from 2012;

*give us important tools to keep out of trouble; and

*will make recommendations for policies that work.

Stephen Hirschfeld is a founding partner and co-manager with the law firm of Hirschfeld Kraemer LLP, in San Francisco, CA. He is also the Chief Executive Officer of the Employment Law Alliance (ELA), the world’s largest network of labor and employment lawyers.