California harassment prevention & SB 553 workplace violence training
Live, in-person training at your location anywhere in California, not a click-through video. One flat rate per session, so you can fill the room. Delivered by Kevin Macho, SPHR, MAM, with 25+ years in law enforcement since 1994.
Two requirements. One visit.
Most California employers carry two recurring training obligations: harassment prevention training under Government Code section 12950.1, and annual workplace violence prevention training under Labor Code section 6401.9 (SB 553). Both are often handled by the same HR or risk manager. Kevin can cover both on-site, on the same day or over consecutive days, so every supervisor and employee is trained in one visit.
The California Civil Rights Department lists January 1, 2027 as the next statewide deadline for harassment prevention training. If your next round isn't scheduled yet, now is the time.
Harassment prevention training (Gov. Code §12950.1)
California employers with five or more employees must give supervisors at least two hours, and nonsupervisory employees at least one hour, of interactive harassment prevention training every two years, and must train new hires and new supervisors within six months (California Civil Rights Department).
- Two-hour supervisor session and one-hour employee session, delivered live and in person.
- Built to cover the content required by §12950.1 and 2 CCR §11024, including abusive conduct and harassment based on gender identity, gender expression and sexual orientation.
- Real scenarios, discussion questions, skill-building activities and knowledge checks, the interactive elements the regulations call for.
- The supervisor's duty to report, retaliation, and what to do when a complaint lands on your desk.
- A sign-in sheet and training materials for your records.
SB 553 workplace violence prevention training (Labor Code §6401.9)
Since July 1, 2024, most California employers must maintain a written Workplace Violence Prevention Plan and train employees when the plan is established and annually after that (Cal/OSHA). Kevin's training is built around your written plan and the training topics in §6401.9:
- Your plan: how to get a copy and how employees can take part.
- How to report workplace violence, to the employer or law enforcement, without fear of retaliation.
- Recognizing the workplace violence hazards in your jobs and the measures in place to address them.
- De-escalation and strategies to avoid physical harm, from a Verbal Judo instructor trained by founder George Thompson.
- The violent incident log and how employees can obtain records.
- Live questions and answers. The law calls for Q&A with someone knowledgeable about your plan, so we invite your plan administrator to join.
Want to go further? Add de-escalation training for front-line staff, or active-threat preparedness training that goes beyond Run, Hide, Fight. Training outside California? See harassment prevention training by state and workplace violence prevention training.
This training is educational and is not legal advice. Your organization remains responsible for its own compliance, policies and records. Talk with your employment counsel about questions specific to your workplace.
Kevin Macho, SPHR, MAM
Kevin teaches employment law the way a good officer handles a call: calm, clear and practical. Audiences remember it, and supervisors leave knowing exactly what to do.
- 25+ years in law enforcement since 1994
- Police Medal for courage in the line of duty, Portland Police Bureau
- Ranked #3 of 300+ trainers at the largest seminar company in the United States, and Rookie Trainer of the Year (2018)
- SPHR certification and a Master of Arts in Management
- Verbal Judo instructor trained by founder George Thompson
- Live programs in 38 states, including the 2024 Texas Payroll Conference, where he presented the Payroll Legislative Update, a 75-minute main-stage session
California training FAQ
Which California employers must provide harassment prevention training?
Under Government Code section 12950.1, employers that regularly employ five or more people (or receive services from five or more contractors), plus public entities, must train their California employees. Supervisors need at least two hours and nonsupervisory employees at least one hour, once every two years. New employees must be trained within six months of hire, and new supervisors within six months of becoming a supervisor.
When is the next statewide harassment training deadline in California?
The California Civil Rights Department lists January 1, 2027 as the next statewide training deadline. Training then repeats every two years. Check your own records, because new hires and newly promoted supervisors have their own six-month windows.
Does live, in-person training count?
Yes. The regulations (2 CCR section 11024) recognize classroom training, real-time webinars and e-learning. Classroom training is in-person training created and delivered by a qualified trainer. Every format must include questions that assess learning, skill-building activities and hypothetical scenarios with discussion. Kevin's sessions are live and in person.
What does SB 553 require for training?
Since July 1, 2024, Labor Code section 6401.9 (SB 553) has required most California employers to maintain a written Workplace Violence Prevention Plan and to train employees when the plan is first established and at least annually after that, with additional training when new hazards are identified or the plan changes. Training must include an opportunity for interactive questions and answers with a person knowledgeable about the employer's plan. Some workplaces are exempt, including health care settings covered by Cal/OSHA's separate standard (8 CCR section 3342).
Can you train both requirements in one visit?
Yes. Many organizations schedule the two-hour supervisor harassment session, the one-hour employee session and the annual SB 553 session on the same day or over consecutive days, so everyone is covered in one visit.
How is the training priced?
One flat rate per session, quoted up front. It is not priced per person, so you can fill the room. Neighboring cities, districts or companies can combine into one session and split the cost.
Is this legal advice?
No. The training is educational and is not legal advice. Your organization remains responsible for its own compliance, policies and records. Talk with your employment counsel about questions specific to your workplace.
Get your people trained before January 1, 2027
Tell us your location, headcount and preferred dates, and we'll confirm Kevin's availability within one business day.