Harassment training deadline extended, and why it doesn’t matter

by Sep 12, 2019Uncategorized0 comments

You may have heard the news – California has extended its harassment prevention training deadline for employers with 5+ employees from January 1, 2020, to January 1, 2021.

I know many of you employers are thinking, “Phew! I’ve got another year!” As a business owner, I totally get it. It’s nice to get relief wherever we can for mandatory stuff.

However, procrastination has never been identified as a super quality we should all strive for, and harassment prevention training is no different.

Here are three reasons to stay the course and complete your harassment prevention training now, instead of later:

  1. Continuing with your plan to complete training conveys that you truly care about the topic and the work environment. And if you have the right trainer (say, me, for example), your training provides a lot of tools for building a respectful work environment. This is something we should all care about whether we are required to or not.


On the flip side, if your employees all knew training was coming, and you send an email telling them that it’s been moved to next June, consider the message you’re sending. The message you send is that harassment prevention training, and thus harassment is not important.


  1. Protect your workplace sooner. Consider it insurance. If you get sued tomorrow by an employee or former employee, the first thing his or her attorney will ask for is your harassment prevention policy and your training records. Having the records now will show you take the topic seriously, which would work in your favor.


“I’m glad you didn’t do the training just yet. You were wise to hold off for another year.” Said no judge, ever.


  1. Training sets expectations for behavior. Are your employees aware of how to behave, and how not to behave? I find in my work the answer to this question is a resounding and strikingly loud no. Use this training to get started on setting expectations for behavior and holding managers accountable for creating and sustaining a positive work environment.

Visit our website to learn how our training might differ from others. One thing I know for sure is that my training is more focused on culture and respect than most other programs, while still hitting the wickets to keep it compliant.

We’re also offering monthly live and interactive webinars to make it easy on you. If you’ve already done the training and have some stragglers or new hires, or just don’t want to pay your employees for their drive time to training onsite somewhere, our webinars are the key.

We’ll see you there!

About Catherine Mattice Zundel

Catherine Mattice Zundel, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

Inclusivity Starts by Asking Tough Questions

As you know, the Black Lives Matter movement has challenged organizations to look at their role in creating and perpetuating systemic discrimination around the world. What I’m seeing most organizations do is jump into action without fully understanding their current...

3 Examples of Implicit Bias & What You Can Do About It

We all have implicit bias, and it’s keeping us all from creating a truly inclusive workplace.  Implicit, or unconscious, bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. We all make...

Actions Speak Louder Than Words

I’m sure you’ve seen many organizations release a statement about their support of the #BLM movement. I’ve seen them all too.  What I haven’t seen is a list of tangible action items these organizations will take that will actually support their employees and the...

Positive Impacts of the New Work From Home Normal

There’ve been some positive impacts for employees and employers since work from home kicked in, and we thought we’d share some of these highlights from HR California’s article on the subject: More confidence in using technology. This period of remote...

Diversity, Equity and Inclusion Discussion with Expert Eric Ellis

https://www.youtube.com/watch?v=HkFzb7ogKzI&feature=youtu.be Check out my recent interview with Eric Ellis. Eric has been doing inclusivity work for 30 years and shared some great tips for #leadership and #HR for responding to #blacklivesmatter. A few big tips -...

It’s Not Enough to Stay Silent

We’ve been talking a lot about psychological safety as employers navigate COVID-19. We’ve even got a free webinar coming up next week – Beyond the Safety Aspects of Your Return to Work Plan - to help you reopen with your culture in mind. Now we need to talk about...

HR, You’re Needed Now More Than Ever

Organizations across the globe are in turmoil, and they’ll need their workforce to function at maximum capacity to survive. Meanwhile, employees are struggling mentally and physically because of the stress a pandemic brings and are trying to muster up the energy to...

How to Manage Abusive Conduct While Working Remote

Lately, everyone has been on edge. I know I’ve been feeling a roller coaster of emotions as my team and I have been adjusting to remote work and other external stressors caused by social distancing (parents, you know what I am talking about!). My stress got me...

5 Department-Specific Digital Tools to Increase Productivity

Workers everywhere are doing their best to adapt to this uncertain and ever-changing world. Some are finding ways to push forward, and others are not so lucky.  Operating a business from home is filled with its own set of stressful challenges: the kids are home,...

Your New Normal Must Include Room for Emotions

During these past few months, we bet employees haven’t been totally honest about how they’re feeling. There are two reasons they’ve been hiding the truth:  First, showing emotion is socially unacceptable at work. It’s considered weak and unprofessional to cry,...