California Anti-Harassment Training Addendum (AB 1825 / SB 1343)
California anti-harassment training addendum that spells out who must train, how often, and what gets documented for AB 1825 and SB 1343 compliance.
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Overview
This California Anti-Harassment Training Addendum is a policy insert for employers that need to state, in plain language, how harassment training is assigned, completed, and documented for California workers. It is built for organizations that already have an anti-harassment policy and need a California-specific layer covering supervisor and non-supervisor training cadence, onboarding timing, record retention, and escalation when someone misses training.
Use this template when you need to formalize AB 1825 / SB 1343 training obligations, assign ownership to HR or compliance, and make the rule easy to find during onboarding, audits, or manager coaching. It is also useful when you are rolling out a learning management system, adding a California office, or updating a multi-state handbook with a clear California carve-out.
Do not use this addendum as a substitute for your core anti-harassment policy, complaint procedure, or anti-retaliation rules. It also should not be used as a generic global training policy without jurisdiction-specific edits. If you operate outside California, you should add local law language rather than assuming the California cadence applies everywhere. The template is intentionally narrow: it tells the reader who trains, when they train, how completion is tracked, and what happens if training is missed.
Standards & compliance context
- This template supports California harassment training obligations under AB 1825 and SB 1343 and should be aligned with your anti-harassment policy and complaint procedure.
- It should be read together with Title VII and EEOC anti-discrimination guidance, including protected-class and anti-retaliation requirements.
- If training issues intersect with leave, disability, or pregnancy-related accommodations, coordinate with FMLA and ADA processes so the employee is not penalized for protected absences or an interactive process.
- For multi-state employers, confirm whether state or local laws add training, notice, or recordkeeping requirements beyond California.
- If training records contain employee data, handle them consistently with your privacy and retention practices, including any applicable GDPR or CCPA obligations.
General regulatory context for orientation only — verify current requirements with counsel or the relevant agency before relying on this template for compliance.
What's inside this template
Purpose
Explains why the California addendum exists and what compliance gap it fills.
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This addendum supplements the Company’s Anti-Harassment Policy for California employees and establishes the minimum sexual harassment prevention training requirements applicable to covered employers under California Government Code § 12950.1. The policy holder must ensure training is assigned, completed, and documented in accordance with California law.
Scope
Defines which employees, locations, and roles are covered so the rule is applied consistently.
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This addendum applies to all employees working in California, including supervisors and non-supervisors, where the employer is covered by California training requirements. California employees: the training cadence and duration below apply to covered workers in California. This addendum does not replace the Company’s broader anti-harassment, anti-discrimination, reporting, investigation, or anti-retaliation policies.
Definitions
Clarifies terms like supervisor, non-supervisor, training completion, and recordkeeping to avoid ambiguity.
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For purposes of this addendum:
- Supervisor: An employee with authority to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or to direct their work, or to adjust grievances, or to effectively recommend such action.
- Non-supervisor: An employee who does not meet the definition of supervisor.
- Covered employer: An employer subject to California sexual harassment prevention training requirements.
- Training cycle: The 2-year period used to measure recurring training completion.
Training Requirements
States the required cadence, duration, and audience for California harassment training.
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The Company will provide or arrange sexual harassment prevention training as follows:
- Supervisors: At least 2 hours of training every 2 years.
- Non-supervisors: At least 1 hour of training every 2 years.
- New hires and newly promoted supervisors: Training must be assigned within the applicable onboarding or role-change timeframe required by California law and internal compliance procedures.
- Covered threshold: This addendum applies to employers with 5 or more employees.
- Training content: Training must cover harassment prevention topics required by California law, including prohibited conduct, complaint procedures, anti-retaliation, and supervisor responsibilities.
Procedure
Shows the step-by-step process for assigning, completing, tracking, and escalating training.
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The policy holder, with support from HR, will:
- Identify California employees and classify them as supervisors or non-supervisors.
- Assign the correct training module based on role.
- Track completion dates to ensure the 2-year training cycle is maintained.
- Notify employees of upcoming or overdue training assignments.
- Escalate missed training to the employee’s manager and HR for follow-up.
- Maintain training records, including completion date, course title, duration, and attendee name, in accordance with retention requirements.
- Document any exceptions, delays, or remediation steps in a good-faith compliance record.
Roles & Responsibilities
Assigns ownership to HR, managers, compliance, and employees so the process does not stall.
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HR / Compliance: Administer training assignments, maintain records, and monitor due dates.
Managers / Supervisors: Ensure direct reports complete assigned training on time and support attendance during work hours.
Employees: Complete assigned training by the due date and promptly report any access or scheduling issues.
Policy holder: Approve resources, review compliance status, and ensure the organization maintains a documented training program for California employees.
Compliance, Escalation, and Discipline
Sets the response when training is missed, refused, or not documented.
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Failure to complete required training may result in corrective action, which may include a documented warning, removal from supervisory duties pending completion, or inclusion in a performance improvement plan (PIP), subject to applicable law and company practice. The Company will not retaliate against any employee for raising concerns about training access, scheduling, or compliance. Any disciplinary action must be applied consistently and in a good-faith manner.
Review and Revision
Keeps the addendum current with legal changes, organizational changes, and vendor updates.
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This addendum will be reviewed at least annually and updated as needed to reflect changes in California law, regulatory guidance, or internal training practices. The policy holder is responsible for approving revisions and ensuring the addendum remains aligned with California Government Code § 12950.1 and related California harassment prevention obligations.
How to use this template
- 1. Insert the addendum into your California handbook or policy library and set the effective_date, version, applicable_jurisdictions, review_frequency, and applicable_roles fields before publishing.
- 2. Define which employees count as supervisors, which employees are covered as non-supervisors, and whether transferred or remote workers are included when they work for or report into California.
- 3. Assign HR, compliance, or the LMS owner to schedule training, send reminders, track completion, and retain proof of attendance or module completion.
- 4. Configure the procedure so new hires, newly promoted supervisors, and overdue employees are routed into the correct training path without manual follow-up each cycle.
- 5. Review completion reports regularly, document missed deadlines, and apply the escalation and discipline process when an employee refuses training or repeatedly fails to complete it.
- 6. Revisit the addendum annually and after any California law change, vendor change, or organizational restructuring that affects training delivery or recordkeeping.
Best practices
- State the supervisor and non-supervisor training tracks separately so managers can see the difference at a glance.
- Tie the training requirement to onboarding and promotion events, not just the recurring two-year cycle.
- Keep a written record of completion dates, course titles, and the trainer or vendor used for each employee.
- Use a single owner for reminders and reporting so missed training does not fall between HR, managers, and compliance.
- Include a clear escalation path for overdue training, starting with notice and ending with documented discipline if needed.
- Update the addendum whenever California guidance changes or your training vendor changes content, format, or tracking methods.
- Make the California carve-out easy to find in the handbook so employees do not confuse it with the general anti-harassment policy.
What this template typically catches
Issues teams running this template most often surface in practice:
Common use cases
Frequently asked questions
Who should use this California anti-harassment training addendum?
Use it if you have California employees and want a policy addendum that states the training cadence, audience, and documentation rules in one place. It is especially useful for employers with 5 or more employees that need to track supervisor and non-supervisor training obligations. If you already have a general anti-harassment policy, this addendum plugs into that policy without replacing it. It also helps policy holders assign ownership for scheduling, completion tracking, and follow-up.
Does this template cover both supervisors and non-supervisors?
Yes. It is written to distinguish the two groups because California training requirements differ by role. Supervisors generally need 2 hours of training every 2 years, while non-supervisors generally need 1 hour every 2 years. The template also leaves room to define who counts as a supervisor under your organization’s structure.
How often does the training need to happen?
The addendum is built around a 2-year cadence, which is the standard timing referenced in California training obligations. It also supports onboarding timing so new hires and newly promoted supervisors can be trained on schedule. A good rollout plan should include reminders, completion tracking, and a process for missed deadlines. If your organization has a shorter internal cycle, you can tighten the cadence without changing the core structure.
What laws does this template help support?
This addendum is designed around California harassment training requirements under AB 1825 and SB 1343, and it sits alongside broader anti-discrimination obligations under Title VII and EEOC guidance. It should also be read with your anti-harassment policy, complaint procedure, and anti-retaliation rules. If you operate in multiple states, you should check whether local training or notice rules add more requirements. This template does not replace legal review for state-specific overlays.
What are the most common mistakes this addendum helps prevent?
The biggest gaps are unclear ownership, no training cadence, missing supervisor/non-supervisor distinctions, and weak documentation. Auditors also look for failure to track completions, no escalation when someone misses training, and no link to discipline for refusal or repeated noncompliance. Another common issue is treating the addendum as a standalone document instead of tying it to the main anti-harassment policy and complaint process. This template helps close those gaps with explicit procedure language.
Can I customize this for remote workers or multi-state teams?
Yes. You can add delivery methods for live virtual training, recorded modules, or hybrid sessions, as long as the content and completion tracking still meet your California obligations. For multi-state teams, keep the California addendum separate from any broader company policy so the California rules stay easy to find and update. You should also specify which employees are covered when they transfer into California or are managed from California. That makes rollout and recordkeeping much easier.
Who should own this training process?
HR usually owns the policy, scheduling, and recordkeeping, while managers and supervisors are responsible for completing training and ensuring their teams do the same. Legal or compliance should review the wording, especially if the company has multiple jurisdictions or uses third-party training vendors. If you use a learning management system, the system owner should be named in the procedure so reminders and completion reports are not ad hoc. The template is structured to make those responsibilities explicit.
How does this compare with an ad hoc training reminder email?
An email reminder tells people to train, but it does not define the rule, the cadence, the roles, or the consequences for missing it. This addendum turns the requirement into a durable policy artifact that can be referenced in onboarding, manager training, and audits. It also creates a cleaner record of what the company expects and who is accountable. That matters when you need to show good-faith compliance rather than a one-time communication.
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