Download PDF: 07-2026 Mandatory Employee Trainings w att (KAS-HK)

California law requires local educational agencies (“LEAs”) to provide or ensure completion of a variety of employee trainings. While numerous additional trainings may be advisable based on an employee’s position, assigned duties, or an LEA’s local policies and practices, only certain trainings are specifically required by federal or state law.

Attached is SCLS’s updated Mandatory Employee Trainings Chart, which is intended to provide LEAs with a consolidated reference identifying legally required employee trainings, the employees to whom each requirement applies, the applicable frequency or timing, and the primary statutory or regulatory authority.

The chart includes generally applicable requirements, such as mandated reporter, sexual harassment prevention, workplace violence prevention, and occupational safety training, as well as requirements that apply only to particular employees or assignments, including food service personnel, athletic coaches, school security and police officers, custodial and maintenance employees, and employees designated to administer emergency medications.

Not every training identified in the chart applies to every LEA employee. Some requirements are triggered by an employee’s classification, assignment, occupational exposure, voluntary designation, or the programs and equipment maintained by the LEA. Accordingly, LEAs should review their training programs by employee group and job duties rather than applying every listed training uniformly to all employees.

The chart also identifies certain notable trainings that should be distinguished from generally mandated employee training requirements. For example, Education Code section 32283.5 requires LEAs to annually make available specified California Department of Education online bullying training resources to qualifying schoolsite employees.

Finally, governing boards may adopt additional training requirements that are not independently mandated by statute or regulation when appropriate as a matter of policy, risk management, or best practice. Collective bargaining obligations should also be considered when implementing new locally imposed training requirements for represented employees.

Please find the updated Mandatory Employee Trainings Chart attached to this Legal Update for additional information regarding covered employees, training frequency, and applicable legal authority.

Please contact our office with questions regarding this Legal Update or any other legal matter.

The information in this Legal Update is provided as a summary of law and is not intended as legal advice. Application of the law may vary depending on the particular facts and circumstances at issue. We, therefore, recommend that you consult legal counsel to advise you on how the law applies to your specific situation.

Legal Update Memo No. 07-2026 – Mandatory Employee Trainings (K-12)

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