California FEHA and 2 CCR § 11023 · online awareness course

Receive a harassment report without minimizing it or promising what you cannot keep.

An AI-simulated employee comes to tell you about comments, misgendering, abusive conduct or a client who crossed the line. They hesitate, ask for secrecy, say they fear retaliation. A coach assesses every line against California law.

Play the demoSee pricing
About 1 h 10 online (estimate)Verifiable completion recordUnofficial awareness: does not meet § 12950.1 on its own

What this course is, and what it is not

Unofficial awareness training, 100% online. Epimoni certifies only that the program was completed: this is not a certification, and we do not claim that this course meets any official or legal requirement.

  • An unofficial, online-only awareness course. It is not a certification, not legal advice, and not help with a real case.
  • This course alone does not meet the California training requirement (Gov. Code § 12950.1, 2 CCR § 11024). E-learning counts only if its content was created by a qualified trainer and learners can reach a qualified trainer who answers their questions within two business days. Epimoni provides no trainer, and this content was not created by one.
  • It does not provide the two hours required for supervisors or the one hour for other employees, and it does not cover every topic 2 CCR § 11024(c) lists (for example federal Title VII case law and the remedies available in detail).
  • It does not replace what the employer must do itself: a written anti-harassment policy (2 CCR § 11023), a complaint process, investigations, the required poster or fact sheet, and two years of training records.
  • Free official option: the California Civil Rights Department offers free online courses, one hour for nonsupervisory employees and two hours for supervisors, in six languages, which it states satisfy § 12950.1. Linked in the sources.

Notice specific to this course: This unofficial online awareness course draws on California's Fair Employment and Housing Act (Gov. Code §§ 12940, 12923, 12950.1) and 2 CCR §§ 11023 and 11024. On its own it does not meet the California harassment prevention training requirement: Epimoni provides no qualified trainer to answer questions within two business days, does not provide the required hours, and gives no legal advice; your company alone must check what its obligations require, for example by using the Civil Rights Department's free courses. Epimoni Formations Terms of Use

What must a California supervisor do when an employee reports harassment?

Listen and gather the facts without judging them, offer interim protection that does not penalize the person reporting, explain honestly what happens next and report it to the company's designated representative. The employer's policy must tell supervisors to report complaints and must promise confidentiality only to the extent possible (2 CCR § 11023(b)(6) and (b)(8)). Once a supervisor knows, the employer must take immediate and appropriate corrective action (Gov. Code § 12940(j)(1)), and retaliating against the person who reported is unlawful (§ 12940(h)).

5employees, counted anywhere, make an employer subject to the training requirement for its California staff (Gov. Code § 12950.1; CRD employer FAQ).
2 h / 1 hof training every two years for supervisors and nonsupervisory employees, within six months of hire or promotion (§ 12950.1(a)).
2 business daysis the longest a qualified trainer may take to answer an e-learning question (2 CCR § 11024). Epimoni provides no trainer.
1 incidentof harassing conduct can be enough to raise a hostile work environment claim (Gov. Code § 12923(b)).
The serious game
01 · The situation

What the company provides

The designated representative, the procedure, the possible interim measures. Your answers must rely on them.

02 · The conversation

Six lines, one person who hesitates

The simulated employee doubts themselves, asks for secrecy, fears retaliation. The coach flags each at-risk or harmful answer, with the rule at stake and a better wording.

03 · The decision

Act, and justify it

You choose what happens next and explain why. The debrief scores conformity, what you covered (facts, protection, next steps) and your posture, then rewrites your weakest lines.

Try the demo

What not to say, and what to say instead

The rewrites below are the ones the coach rates adequate. None promises secrecy, a discipline or a legal conclusion.

Do not sayWhySay instead
"It's just his sense of humor."Minimizes; the employer must take immediate and appropriate corrective action (Gov. Code § 12940(j))"Thank you for telling me. Take your time: tell me what happened, in your own words."
"What were you wearing that day?"Blames the person who reports"Can you give me a specific example: when, where, and what exactly did he say?"
"I promise this stays between us."Only confidentiality to the extent possible can be promised (2 CCR § 11023(b)(8))"I have to pass this on to Linda Park in HR, who will arrange a fair investigation. Our policy and the law protect you from any retaliation."
"Without written proof, there's not much I can do."Establishing the facts is the investigation's job"Do you still have the screenshot of that meme? It helps, but I don't need proof before I act."
"Let's go see him together and clear the air."Skips the investigation and exposes the person who reported"In the meantime, I can move Derek's desk so you're no longer next to him. Would that help?"
"Think carefully: it could hurt your chances of promotion."Retaliation is unlawful (Gov. Code § 12940(h))"I'm reporting this in writing to Nina Alvarez in HR today. Our policy prohibits any retaliation against you for raising it."
THE FULL PROGRAM

The full programme

Everything is online, at your own pace. Durations are estimates of the content as built, and the total is below the two hours California requires for supervisors.

ONLINE · ABOUT 20 MINThe legal framework

A lesson on the training requirement and why this course does not meet it alone, what counts as harassment and abusive conduct, the supervisor's duty to report, confidentiality and retaliation, then a 12-question quiz with corrections (70% to pass).

ONLINE · ABOUT 30 MINThree practice conversations

Sexual comments from a coworker, a transgender employee deliberately misgendered, an accountant belittled by his team lead. The coach assesses each line live.

EVALUATION · ABOUT 20 MINThe final evaluation

A graded conversation without the coach, in a new situation (a client's buyer and a director who brushes it off), and a 10-question quiz. Two attempts.

THE CERTIFICATE OF COMPLETION
  • Legal framework quiz passed (70% or more)
  • All three practice conversations taken through to the debrief
  • Final evaluation passed: graded conversation (conformity of at least 80 and a decision rated adequate)
  • Final quiz passed (70% or more)

It can be printed and verified online by its number. It is a certificate of completion issued by Epimoni, not a professional certification.

Pricing

One price per person trained and per course, paid once, no subscription.

Free trial

One full interview with the coach, debrief included, with no sign-up and no credit card.

Play the free interview

$10

per person, per course

  • One-time payment, no subscription
  • The full program, with its coach
  • The printable cheat sheet, from sign-up
  • Access to the program for 12 months
  • Certificate included, valid for 12 months

Example: 12 people × $10 = $120

Train your team

Create your space and pay for your seats: you get an admin link and an invitation code for your team right away.

10 × $10 = $100

Notice specific to this course: This unofficial online awareness course draws on California's Fair Employment and Housing Act (Gov. Code §§ 12940, 12923, 12950.1) and 2 CCR §§ 11023 and 11024. On its own it does not meet the California harassment prevention training requirement: Epimoni provides no qualified trainer to answer questions within two business days, does not provide the required hours, and gives no legal advice; your company alone must check what its obligations require, for example by using the Civil Rights Department's free courses.

One-time card payment, secured by Stripe; the invoice is emailed to you. You can add seats at any time from your space.

A question before you start?

Write to us: your message goes straight to the Epimoni team.

Notice specific to this course: This unofficial online awareness course draws on California's Fair Employment and Housing Act (Gov. Code §§ 12940, 12923, 12950.1) and 2 CCR §§ 11023 and 11024. On its own it does not meet the California harassment prevention training requirement: Epimoni provides no qualified trainer to answer questions within two business days, does not provide the required hours, and gives no legal advice; your company alone must check what its obligations require, for example by using the Civil Rights Department's free courses.

Your contact details are used only to reply to you.

Frequently asked questions

No, not on its own. Gov. Code § 12950.1 requires employers with five or more employees to provide at least two hours of effective interactive training to supervisors and one hour to other employees every two years. Under 2 CCR § 11024, e-learning counts only if its content was created by a qualified trainer and learners can reach a qualified trainer who answers their questions within two business days. Epimoni provides no trainer, the course lasts about 1 h 10, and it does not cover every required topic. It is an awareness complement for the moment a supervisor receives a report.
Yes. The California Civil Rights Department offers free online courses, one hour for nonsupervisory employees and two hours for supervisors, in Chinese, English, Korean, Spanish, Tagalog and Vietnamese, which it states satisfy § 12950.1. Questions about those courses go to the employer's HR department or an equally qualified professional, not to the CRD (§ 12950.1(k)). The link is in the sources.
Listen and gather the facts without judging them, offer interim protection that does not penalize the person reporting, explain honestly what happens next and report it to the designated company representative, as the employer's policy must require (2 CCR § 11023(b)(6)). The employer must take immediate and appropriate corrective action once it, its agents or its supervisors know (Gov. Code § 12940(j)(1)), and the CRD guide says that when the allegations would violate policy or law if true, the employer must investigate.
Not completely. The employer's policy promises confidentiality to the extent possible, without indicating that the investigation will be completely confidential (2 CCR § 11023(b)(8)). The CRD guide explains that investigating means sharing information with those who need to know, and that it is rarely appropriate not to investigate just because the employee asks.
Yes. Gov. Code § 12940(h) makes it unlawful to discriminate against a person because they opposed practices FEHA forbids, filed a complaint, testified or assisted in a proceeding, and the employer's policy must say employees will not be retaliated against for complaining or taking part in an investigation (2 CCR § 11023(b)(10)). The CRD guide lists negative reviews, increased workload and reassigned projects as possible forms of retaliation.
Not quite. Harassment under FEHA is conduct because of a protected characteristic such as sex, gender identity or race (Gov. Code § 12940(j)). Abusive conduct, defined in § 12950.1(h)(2), is conduct with malice that a reasonable person would find hostile, offensive and unrelated to legitimate business interests; the training must cover its prevention. Many company policies prohibit it, and a supervisor reports it under that policy.
The supervisor reads the situation and what the company provides, then has a six-line conversation with an AI-simulated employee who comes to report something, as the target or as a witness. The employee hesitates, asks for secrecy, fears retaliation: after each line a coach says whether the answer is adequate, at risk or harmful, names the breach and suggests a better wording. The conversation ends with a justified decision and a debrief. In the final evaluation the coach stays silent until the debrief.
It is issued automatically when every step is done: legal framework quiz passed, three practice conversations taken through to the debrief, final evaluation passed and final quiz passed. It records completion of an awareness course delivered by Epimoni. It is not a certification and not a certificate of the training required by Gov. Code § 12950.1, and it does not by itself prove that any legal obligation is met. The free demo does not issue one.
The tracking dashboard shows progress and the results of the quizzes and the final evaluation, not the content of the simulated conversations. The situations are fictional and contain no data about real employees: do not enter information about a real case.

Our other trainings

All HR trainings

Further reading

Sources

  1. California Government Code § 12950.1 (sexual harassment and abusive conduct prevention training)
  2. California Government Code § 12940 (unlawful practices: harassment (j), failure to prevent (k), retaliation (h))
  3. California Government Code § 12923 (legislative declarations on harassment, single incident)
  4. California Code of Regulations, Title 2, § 11023 (employer duty to prevent; required policy)
  5. California Code of Regulations, Title 2, § 11024 (training requirements, e-learning, qualified trainers, content, records)
  6. California Civil Rights Department, free sexual harassment prevention training (supervisory and nonsupervisory)
  7. California Civil Rights Department, Sexual Harassment Prevention Training: Information for Employers (FAQ, October 2025)
  8. California Civil Rights Department, Harassment Prevention Guide for Employers (March 2025)