All Courses Training Packages Enterprise Request a Quote
Industries
Construction Manufacturing Municipal & Utilities Oil & Gas Transportation Healthcare Office & Corporate
Course Categories
Safety Training Construction Safety HR Compliance HAZMAT & HAZWOPER Driver & Fleet Safety Workplace Culture & Soft Skills Healthcare & Patient Safety Environmental Compliance
Sign In
1-800-287-5942 Start Today Request a Quote
Create Your Employer Account
Home›Courses›HR Compliance›Harassment in California: The Protected Groups

Harassment in California: The Protected Groups

13 minutesEN / ESHR ComplianceCalifornia FEHA (Gov. Code Section 12900 et seq.); SB 1343; AB 1825
Quick Answer

Harassment in California: The Protected Groups is a 13-minute online course that covers the protected characteristics under the California Fair Employment and Housing Act (FEHA) and how harassment and discrimination based on those characteristics violate California law. It is designed for managers, supervisors, and employees at California employers with five or more employees and includes a downloadable certificate of completion.

Course Overview

California's Fair Employment and Housing Act provides broader protections than federal Title VII, covering more than a dozen protected characteristics including race, religion, color, national origin, ancestry, physical and mental disability, medical condition, genetic information, marital status, sex, gender identity, gender expression, age (40 and older), sexual orientation, and military and veteran status. The California Civil Rights Department (CRD) received over 27,000 complaints of employment discrimination and harassment in fiscal year 2022-2023, and employers found liable for harassment can face significant damages including compensatory and punitive awards, attorney's fees, and injunctive relief.

This course trains your team on the specific protected groups under FEHA, how harassment and discrimination based on those characteristics manifests in the workplace, and the legal obligations employers and supervisors carry. Your employees will learn to recognize conduct that crosses the line from inappropriate to illegal, understand the difference between quid pro quo and hostile work environment harassment, and know their reporting obligations when they witness or experience discriminatory behavior.

What You'll Learn

  • Complete list of protected characteristics under the California Fair Employment and Housing Act
  • The difference between quid pro quo harassment and hostile work environment harassment
  • Examples of prohibited conduct, including verbal, physical, and visual harassment
  • Supervisor and manager obligations to prevent and address harassment under FEHA
  • How FEHA protections extend beyond federal Title VII requirements
  • The complaint process through the California Civil Rights Department and internal reporting
  • Employer liability and the legal consequences of failing to prevent harassment

Who Needs This Training

  • Supervisors and managers at California employers with five or more employees
  • HR professionals responsible for FEHA compliance and internal complaint investigations
  • Hiring managers who make employment decisions including hiring, promotion, and termination
  • All employees at California worksites as part of SB 1343 compliance training
  • Compliance officers overseeing multi-state operations with California-based employees
  • New hires at California employers who must complete harassment training within six months

Regulatory Background

The California Fair Employment and Housing Act (Government Code Section 12900 et seq.) is the state's primary anti-discrimination and anti-harassment law, enforced by the California Civil Rights Department (CRD). Under SB 1343, effective January 1, 2020, all California employers with five or more employees must provide two hours of harassment prevention training to supervisors and one hour to non-supervisory employees every two years. FEHA covers a broader range of protected characteristics than federal law, including gender identity, gender expression, military status, and genetic information. The CRD received over 27,000 employment-related complaints in fiscal year 2022-2023. Employers found liable for harassment under FEHA face compensatory damages, punitive damages, attorney's fees, and injunctive relief, with no statutory cap on damages in harassment cases. Supervisors and managers have a heightened obligation under FEHA to prevent and correct harassment, and their failure to act can create direct employer liability.

Frequently Asked Questions

FEHA applies to California employers with five or more employees, while Title VII applies to employers with 15 or more. FEHA also covers additional protected characteristics not explicitly listed in Title VII, including gender identity, gender expression, marital status, military status, and genetic information. FEHA has no cap on punitive damages in harassment cases, while Title VII caps combined compensatory and punitive damages based on employer size. FEHA's broader scope makes California one of the most protective states for employee anti-discrimination rights.
FEHA protects employees from harassment and discrimination based on race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age (40 and older), sexual orientation, and military and veteran status. This list is broader than federal protections and may be expanded by future legislation.
Under SB 1343, California employers with five or more employees must provide two hours of interactive harassment prevention training to supervisory employees and one hour to non-supervisory employees. Training must be completed within six months of hire or promotion to a supervisory role and must be repeated every two years. The training must cover sexual harassment, discrimination, retaliation, and abusive conduct prevention.
Under FEHA, individual supervisors can be held personally liable for their own acts of harassment. While FEHA generally holds employers vicariously liable for supervisor harassment, individual liability attaches when the supervisor personally engaged in harassing conduct. This dual exposure means that supervisors face both professional consequences from their employer and personal legal liability for their actions.
Under FEHA, supervisors have an obligation to take immediate and appropriate corrective action when they become aware of potential harassment. This includes reporting the behavior to HR or the designated complaint handler, regardless of whether the affected employee asks them to do so. Supervisors should not attempt to investigate the complaint themselves, promise confidentiality they cannot guarantee, or dismiss the concern as insignificant. Documentation of what was observed or reported and when it was escalated is essential.

Related Courses

California employers typically pair this course with Abusive Conduct in the Workplace: California AB 2053 to meet the full scope of California's harassment prevention training requirements, and with Workplace Harassment: Awareness and Prevention for employees outside California who need general anti-harassment training.

HR Compliance

Abusive Conduct in the Workplace: California AB2053

15 min - EN / ES

$24.95View Course
HR Compliance

Americans With Disabilities Act (ADA)

15 min - EN

$24.95View Course
HR Compliance

Anti-Trust Law Made Simple

21 min - EN

$24.95View Course
$24.95
per person
Volume Pricing
Team Size Price per Person
1 - 9$24.95
10 - 24$19.95
25 - 49$17.95
50 - 99$17.50
Subtotal $24.95
Language

This course is available in English and Spanish at no additional charge.

Certificate of completion included. Downloadable upon passing the final assessment.

Need Help?
1-800-287-5942 Request a Custom Quote
$24.95
per person