Dear Valued Customers,<\/p>\n\n\n\n
As we move further into 2026, we want to take a moment to remind you of an important \u2014 and ongoing \u2014 compliance requirement that’s easy to lose track of: Senate Bill 1343 (SB 1343)<\/strong>.<\/p>\n\n\n\n California law requires any employer with 5 or more employees<\/strong> \u2014 including temporary and seasonal staff \u2014 to provide sexual harassment prevention training on a recurring basis:<\/p>\n\n\n\n Training must be completed within 6 months<\/strong> of an employee’s hire date or promotion into a supervisory role, and must be repeated every 2 years<\/strong> after that. For seasonal or temporary employees working less than 6 months, training must be completed within 30 calendar days or 100 hours worked, whichever comes first.<\/p>\n\n\n\n SB 1343 has been in effect for a few years now, so it’s easy to assume it’s “old news” and that your business is already covered. But compliance isn’t a one-time task \u2014 it’s a recurring obligation. If your last round of training was two years ago (or you’re not sure when it was), now is a good time to check.<\/p>\n\n\n\n Falling out of compliance carries real risk. If a harassment claim is ever filed against your business, a lack of documented training can be used as evidence that reasonable steps weren’t taken to prevent it \u2014 turning a training oversight into a much bigger liability.<\/p>\n\n\n\n While the training requirements themselves haven’t changed, agencies are placing more emphasis on documentation and consistency when reviewing complaints. In other words: it’s not just about doing the training \u2014 it’s about being able to prove it happened.<\/p>\n\n\n\n If you have any questions about your compliance status or how to structure ongoing training for your team, our office is happy to help point you in the right direction.<\/p>\n\n\n\n Thank you, as always, for your continued business.<\/p>\n\n\n\n Sincerely, The RKM Team<\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n","protected":false},"excerpt":{"rendered":" Dear Valued Customers, As we move further into 2026, we want to take a moment to remind you of an important \u2014 and ongoing \u2014 compliance requirement that’s easy to lose track of: Senate Bill 1343 (SB 1343). What SB 1343 Requires California law requires any employer with 5 or more employees \u2014 including temporary […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[13,21],"class_list":["post-28","post","type-post","status-publish","format-standard","hentry","category-insurance","tag-claims-prevention","tag-sb-1343"],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\tWhat SB 1343 Requires<\/h2>\n\n\n\n
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Why This Still Matters<\/h2>\n\n\n\n
What You Should Do<\/h2>\n\n\n\n
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A Quick Note on Enforcement<\/h2>\n\n\n\n