Sexual Violence and Harassment Prevention Training for Janitorial Services Providers

AB 547, also known as the Janitor Survivor Empowerment Act, is a California law requiring in-person, peer-led sexual harassment and sexual violence prevention training for janitorial workers. It applies to both nonsupervisory and supervisory employees.

• Bill text: https://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=201920200AB547

DIR: https://www.dir.ca.gov/

Starting January 1, 2024, all janitorial employers must begin providing AB 547-compliant training. New registration applications must show compliance immediately. For renewals, enforcement begins January 1, 2025.

Enforcement FAQ: https://www.dir.ca.gov/DLSE/Janitorial_Registration_FAQs.html

• Nonsupervisory janitorial workers
• Supervisors of nonsupervisory janitorial workers

Both must receive training every two years, with new hires trained within six months of hire or promotion.

Each group (nonsupervisory and supervisors) must receive at least two hours of training every two years. Training can be split into multiple sessions, but no session may be shorter than one hour.

All AB 547 training must use curriculum developed by the Labor Occupational Health Program (LOHP). These materials are available at:
https://www.dir.ca.gov/dlse/Janitorial-Training.html

No. AB 547 requires that training be conducted in person, even for remote or dispersed workforces. In rare cases where no peer trainer is available in a county, an alternate in-person trainer approved under Labor Code §1429.5 may be used with LOHP materials.

Exception reference: https://www.dir.ca.gov/dlse/Janitorial_Registration_FAQs.html (see FAQ 28)

Employers must maintain the following for at least three years:

• Participant names
• Dates of training
• Sign-in sheets (start and end signatures)
• Certificates of completion
• Type of training
• All training materials used
• Name of training provider
• Completed DLSE Form 800 (Employer Compliance Form) confirming payment to the QO
• Employer recordkeeping guidance: https://www.dir.ca.gov/dlse/Janitorial.htm

• Denial of registration or renewal
• Suspension or revocation of existing registration
• Civil penalties up to $10,000 for false certifications
• Details: https://www.dir.ca.gov/dlse/Janitorial.htm

• DIR Janitorial Training Portal: https://www.dir.ca.gov/dlse/Janitorial-Training.html
• DIR Registration FAQs: https://www.dir.ca.gov/DLSE/Janitorial_Registration_FAQs.html
• Janitorial employer support: https://www.dir.ca.gov/dlse/Registration_Services.html
• Contact: dlsejanitorialservice@dir.ca.gov

AB 1978 is a California law, also known as the Justice for Janitors law, that requires janitorial employers to provide sexual harassment prevention training to their workers. The law sets specific requirements for interactive training, recordkeeping, and compliance oversight by the Division of Labor Standards Enforcement (DLSE).

AB 547 expanded AB 1978 by mandating that janitorial employers must provide in-person, interactive training led by a DLSE-approved qualified trainer. Employers cannot rely solely on online or video-based training. Training must follow the curriculum developed by the Labor Occupational Health Program (LOHP) at UC Berkeley.

Training must be provided at least once every two years, and new employees should receive training within six months of hire. Employers are also required to refresh training if significant changes in the law occur.

Employers must maintain training records including participant names, trainer credentials, dates of training, and curriculum materials used. These records must be available for DLSE inspection upon request.

Employers that fail to comply may face DLSE enforcement actions, including civil fines, contract loss, and liability exposure for workplace harassment claims.

Beyond legal compliance, training helps reduce liability, improves workplace safety, and demonstrates a commitment to protecting vulnerable workers—factors that can enhance reputation and strengthen client trust.