NEW CREW STAFFING
Sexual Harassment Prevention Training
Annual Compliance Certification
This training is required by California law (AB 1825 & SB 1343) and company policy. Completing this training certifies your understanding of our zero-tolerance policy. Estimated time: 20–30 minutes. You must score 80% or higher on the final quiz to receive your certificate.
This training satisfies California's mandatory sexual harassment prevention training requirements.
Understanding Sexual Harassment
What Is Sexual Harassment?
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964, the California Fair Employment and Housing Act (FEHA), and New Crew Staffing's own workplace policies.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment
- Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting that individual
- Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment
Who Can Be a Victim or Harasser?
Sexual harassment can occur regardless of gender. The harasser can be a supervisor, a coworker, a customer, or even a vendor. The victim does not have to be the person directly harassed — anyone affected by the offensive conduct may be a victim.
California Law: What You Need to Know
California provides some of the strongest protections against workplace harassment in the nation. Under FEHA, employers with 5 or more employees are prohibited from harassing employees. AB 1825 requires employers with 50 or more employees to provide at least 2 hours of sexual harassment training to supervisors every 2 years. SB 1343 extended this requirement to all employees (at least 1 hour of training every 2 years).
Key Point
Ignorance of the law or company policy is not an excuse. All employees are expected to understand and comply with these standards.
Types of Sexual Harassment
Two Primary Categories
1. Quid Pro Quo ("This for That")
Quid pro quo harassment occurs when employment benefits — such as a job, promotion, raise, or favorable schedule — are conditioned on sexual favors. This type is almost always committed by someone in authority.
Examples:
- A manager implies an employee will receive a promotion if they agree to a date
- A supervisor threatens to fire an employee who refuses sexual advances
- A client offers a bonus contract contingent on sexual compliance
2. Hostile Work Environment
This occurs when unwelcome conduct based on sex is severe or pervasive enough to create an intimidating, hostile, or abusive work environment. Unlike quid pro quo, this can be created by peers, subordinates, or even non-employees.
The conduct must be both subjectively offensive (the victim must find it offensive) and objectively offensive (a reasonable person would also find it offensive).
Behaviors that may create a hostile environment:
- Telling sexually explicit jokes or sharing sexual stories
- Displaying or sharing pornographic images, texts, or emails
- Making comments about someone's body or appearance in a sexual manner
- Unwanted touching, patting, or physical contact
- Using sexualized nicknames or endearments
- Persistent unwanted romantic pursuit after being told to stop
- Sharing sexual content via workplace communication tools (Slack, email, text)
3. Harassment Based on Gender Identity & Sexual Orientation
California law also protects employees from harassment based on gender identity, gender expression, and sexual orientation. Misgendering employees, making derogatory comments about LGBTQ+ individuals, or creating a hostile environment based on these characteristics is illegal.
Real-World Scenarios
Scenario-Based Learning
Read each scenario carefully and consider whether it constitutes sexual harassment.
Scenario 1 — The "Harmless" Compliment
Marco, a field supervisor, regularly tells a female employee that she looks "really hot today" and that he "can't stop thinking about her." He says it's meant as a compliment. She has started dreading going to work and has avoided team meetings.
➤ This IS harassment. The conduct is unwelcome, repeated, and creating a hostile environment. The harasser's intent does not matter — the impact on the victim does.
Scenario 2 — The Group Chat
A group of warehouse employees has a WhatsApp group where they share sexually explicit memes and make jokes about a female coworker's appearance. She finds out and is mortified.
➤ This IS harassment. Even off-company platforms, behavior targeting coworkers can constitute workplace harassment, especially when it affects the work environment.
Scenario 3 — The Client
A staffing client repeatedly makes sexual comments to a New Crew Staffing employee placed at their facility. The employee reports it to their supervisor, who tells them to "just deal with it" since the client is important.
➤ Both the client AND the supervisor have acted wrongly. The company has a duty to protect employees from third-party harassment. Telling employees to "deal with it" exposes the company to liability.
Scenario 4 — The Quid Pro Quo
A manager tells an employee that their upcoming performance review will "go much better" if they join him for dinner. He winks and adds "just the two of us."
➤ This IS quid pro quo harassment. The implication of an employment benefit in exchange for a personal relationship is textbook harassment, even without explicit demands.
Scenario 5 — Same-Sex Harassment
Two male employees constantly make sexual jokes directed at a male colleague, call him derogatory names, and slap him on the back in ways he finds intrusive. He has complained to them but they persist.
➤ This IS harassment. Sexual harassment is not limited to opposite-sex conduct. Same-sex harassment is equally illegal and must be treated the same way.
Scenario 6 — The Bystander
Jasmine witnesses a coworker being repeatedly asked out by a supervisor who ignores her "no." She's not directly involved. Does she have a role?
➤ Yes. Bystanders have the power — and responsibility — to intervene safely, report what they witness, or offer support to the victim. Silence can enable harassment.
Reporting Procedures
How to Report Sexual Harassment at New Crew Staffing
You are encouraged — and may be legally protected — when you report sexual harassment. New Crew Staffing strictly prohibits retaliation against anyone who makes a good-faith complaint.
1Document Everything
As soon as harassment occurs, write down: date, time, and location of the incident; exact words or actions used; names of any witnesses; how the conduct made you feel and any impact on your work. Keep this documentation somewhere secure (a personal email, a private notebook).
2Report Internally
Report to any of the following:
- Your direct supervisor (if they are not the harasser)
- Human Resources: hr@newcrewstaffing.com
- Upper management if your direct supervisor is the harasser
- Anonymous tip line if available
HR will conduct a prompt, thorough, and impartial investigation. All reports are treated confidentially to the extent possible.
3External Reporting Options
You are never limited to internal reporting. You may also file a complaint with:
- California Civil Rights Department (CRD) — formerly DFEH
- U.S. Equal Employment Opportunity Commission (EEOC)
Filing internally does not waive your right to file externally. You have 3 years under California law to file a complaint with CRD.
4What Happens After You Report?
- HR will acknowledge receipt of your complaint
- An investigation will begin within 5 business days
- Both parties will be interviewed separately and confidentially
- A determination will be made and appropriate corrective action taken
- You will be notified of the outcome to the extent permitted by privacy laws
Your Protection from Retaliation
Retaliation against anyone who reports harassment, participates in an investigation, or opposes discriminatory practices is illegal under California and federal law. Retaliation includes: demotion, termination, schedule changes, increased scrutiny, social exclusion, or any other adverse employment action. Retaliation itself is a separate violation and will result in disciplinary action up to and including termination.
Company Policy & Bystander Responsibility
New Crew Staffing's Zero-Tolerance Policy
New Crew Staffing maintains a zero-tolerance policy for sexual harassment in any form. This policy applies to:
- All employees, regardless of position or tenure
- Contractors, temporary workers, and vendors
- Conduct at the workplace, at work-related events, via company technology, and on personal devices when directed at coworkers
Disciplinary Consequences
Violations will result in disciplinary action up to and including immediate termination. Factors considered include severity, frequency, impact on the victim, and whether the harasser was in a position of authority. Criminal conduct will be referred to law enforcement.
Manager & Supervisor Responsibilities
Managers and supervisors have heightened obligations:
- Model professional, respectful behavior at all times
- Address harassment they witness or learn of, even without a formal complaint
- Never condition employment decisions on personal conduct
- Report concerns to HR immediately — failure to report is itself a policy violation
- Maintain confidentiality and never discourage complaints
Bystander Intervention
Everyone has a role in maintaining a harassment-free workplace. If you witness harassment:
Direct Intervention
If safe, address the behavior directly: "That comment is inappropriate and needs to stop."
Distract
Create a distraction to interrupt the situation: start a new conversation, ask an unrelated question.
Delegate
Involve someone else: a supervisor, HR, or another trusted colleague.
Delay
Check in with the victim afterward: "Are you okay? Would you like help reporting it?"
Bystanders who report harassment they witness are protected from retaliation just as victims are.
Creating a Respectful Workplace
Beyond avoiding harassment, we each contribute to a positive environment by:
- Using inclusive, respectful language
- Respecting personal boundaries
- Treating all colleagues with dignity regardless of their role, background, or identity
- Speaking up when something feels "off" — trust your instincts
Final Assessment
You must score 80% or higher to pass. Select the best answer for each question.
Please Sign to Certify Completion
By signing below, you certify that you have completed the New Crew Staffing Sexual Harassment Prevention Training and understand the company's zero-tolerance policy.
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New Crew Staffing
CERTIFICATE OF COMPLETION
Sexual Harassment Prevention Training
This certifies that
has successfully completed the required Sexual Harassment Prevention Training
in compliance with California AB 1825, SB 1343, and FEHA
HR Representative
Employee Signature