Which employers must provide sexual harassment training?<\/strong>\u00a0All employers with 50 or more employees (including full-time, part-time and temporary employees and contractors). There is no requirement that all 50 employees or contractors work at the same location or work in California. Training is also required by all public employers regardless of the number of employees.<\/p>\r\n Who must be trained?<\/strong>\u00a0Supervisory & Managerial employees.<\/p>\r\n When must training be provided?\u00a0<\/strong>Supervisors & Managers must receive at least two hours of sexual harassment prevention training every two years. New supervisors must receive training within six months of assuming their supervisor position.<\/p>\r\n What topics must be included in the training?<\/strong>\u00a0Generally, the training must encompass federal and California law definitions of Sexual Harassment, and principles concerning the prohibition and strategies for the prevention of unlawful Sexual Harassment. The training must also address the remedies available to victims of Sexual Harassment, and must include practical examples illustrating Sexual Harassment.<\/p>\r\n How long should the training session last?<\/strong>\u00a02 hrs. or more, by an accredited harassment expert.<\/p>\r\n Colorado state law strongly suggests that employers take all \u201csteps necessary to prevent Sexual Harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of sexual harassment under the Act, and developing methods to sensitize all concerned.<\/p>\r\n Which employers must provide sexual harassment training?<\/strong>\u00a0All employers with 50 or more employees. Public employers \u2014 see below.<\/p>\r\n Who must be trained?<\/strong>\u00a0Supervisory & Managerial employees.<\/p>\r\n When must training be provided?\u00a0<\/strong>New supervisors & Managers must receive training within six months of assuming their supervisory position. Additional training every three years is encouraged, but not required by law.<\/p>\r\n What topics must be included in the training?<\/strong>\u00a0Basically, the training must address state and federal laws prohibiting Sexual Harassment, the definitions of Sexual Harassment, types of conduct that may constitute harassment, the remedies available to victims of Sexual Harassment, penalties to which harassers are subject, and strategies for preventing Sexual Harassment.<\/p>\r\n How long should the training last?<\/strong>\u00a0Two hrs. or more<\/p>\r\n Public employers must provide three hours of diversity training to supervisors and non-supervisors. The training must include information concerning the federal and state statutory provisions concerning discrimination and hate crimes directed at protected classes and remedies available to victims of discrimination and hate crimes, standards for working with and serving persons from diverse populations, and strategies for addressing differences that may arise from diverse work environments. Training must be given to new employees and supervisors within the first six months of employment.<\/p>\r\n Florida supervisors in executive branch agencies are required to receive training on affirmative action and equal opportunity, which must include sexual harassment training training.<\/p>\r\n Hawaii\u2019s state rules maintain that \u201cprevention is the best tool for the elimination of Sexual Harassment. Employers should affirmatively raise the subject, express strong disapproval, develop appropriate sanctions, inform employees of their right to raise and how to raise the issue of Sexual Harassment, and take any other steps necessary to prevent Sexual Harassment from occurring.\u201d<\/p>\r\n Each employee of every Illinois state executive department, state agency, board, commission, and instrumentality must maintain and carry out a Sexual Harassment program, including developing and posting a comprehensive written Sexual Harassment policy, and providing Sexual Harassment training prevention and the Sexual Harassment policy. The sexual harassment training must be provided as a component of all ongoing or new employee training programs.<\/p>\r\n Iowa management and supervisory employees of the Executive branch are required to attend seminar training covering affirmative action, cultural diversity, and discriminatory & sexual harassment prevention.<\/p>\r\n Which employers must provide sexual harassment training?<\/strong>\u00a0All public and private employers with 15 or more employees.<\/p>\r\n Who must be trained?<\/strong>\u00a0All employees and supervisors.<\/p>\r\n When must training be provided?\u00a0<\/strong>training must be conducted within one year of the commencement of employment.<\/p>\r\n What topics must be included in the training?\u00a0<\/strong>Generally, the training must encompass the definition, and illegality, Sexual Harassment under state and federal laws, samples of Sexual Harassment, the employer\u2019s complaint process, legal recourse and complaint process, and the protection against retaliation. Supervisors and managers must also received specialized training addressing their specific responsibilities as supervisors\/managers and methods to ensure immediate and appropriate corrective action in addressing Sexual Harassment complaints.<\/p>\r\n How long should the training session last?<\/strong>\u00a0No time limits set.<\/p>\r\n Maryland strongly suggests private employers take steps to prevent Sexual Harassment. When analyzing a Sexual Harassment case, the Maryland Commission on Human Relations will favorably consider the preventative steps the employer has taken, including training.<\/p>\r\n Massachusetts state administration strongly recommends employers to conduct an education and training program for new employees, supervisors, managers and members within one year of their hiring or promotion.<\/p>\r\n Nevada strongly recommends private employers to take steps necessary to prevent Sexual Harassment from occurring. All state employees are required to take a certified class on Sexual Harassment within six months of their appointment, and to attend a refresher course every two years thereafter.<\/p>\r\n New Mexico requires that primary and secondary schools provide Sexual Harassment education to all licensed school personnel at least once a year by attending periodic training or reviewing Sexual Harassment literature.<\/p>\r\n All North Carolina state agencies must develop a \u201cplan on unlawful workplace harassment,\u201d which should include training and other methods to educate state employees, on harassment and discrimination.<\/p>\r\n The Ohio Administrative Code states \u201cprevention is the best tool for the elimination of Sexual Harassment. An employer should take all steps necessary to prevent Sexual Harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment\u2026and developing methods to sensitize all concerned.\u201d<\/p>\r\n Pennsylvania requires all state employees to be educated in Sexual Harassment. Training and education can be done via orientation sessions, videos, on-site training, discussions, written materials, and individual counseling.<\/p>\r\n All Tennessee state employees are required to receive Sexual Harassment training. The state\u2019s Department of Personnel is required to assist each department and entity of the state government with planning and conducting Sexual Harassment prevention training workshops for all public employees.<\/p>\r\n All Texas state employees and supervisors must receive harassment prevention training within 90 days of hire and refresher training at least every three years. The training should cover the types of protected class harassment, retaliation, how to report harassment and make complaints (internally and with the state agency), and special in-depth training for supervisors. All training programs must be approved by Utah\u2019s Department of Human Resource Management and Risk Management.<\/p>\r\n Vermont strongly encourages employers and labor organizations to conduct an education and training program on Sexual Harassment for new employees within one year of the start of employment or membership, and to provide supervisory employees training on specific responsibilities and methods to ensure immediate and appropriate corrective action in addressing Sexual Harassment complaints.<\/p>\r\n Wisconsin state administration advises employers to \u201cprovide training to sensitize employees on the issue of harassment and periodically remind them of your strong desire to maintain a harassment free workplace.\u201d<\/p>\r\n Many states provide recommendations, other requirements or \u201cencourage\u201d specific actions regarding sexual harassment or discrimination training. California, Connecticut and Maine are the only 3 states with specific mandates regarding sexual harassment training.\u00a0If your state is not listed, then that state does not have a law suggesting Sexual Harassment Training.\u00a0Nevertheless, the Equal Employment Opportunity Commission strongly encourages all employers to provide Sexual Harassment Training supervisors and employees as a key component of a Sexual Harassment Prevention Program.<\/p>\r\n All Rhode Island state employees are required to attend Sexual Harassment prevention and EEO training annually. Private employers are encouraged to conduct education and training for all employees within the first year of employment covering topics including Sexual Harassment and retaliation, examples of Sexual Harassment, the range of consequences for employees who are found to have committed Sexual Harassment, internal complaint procedures, and the identity of appropriate state and federal employment discrimination enforcement agencies, and instructions on how to contact them. Employers are also encouraged to provide additional training to supervisors addressing specific responsibilities and methods to address Sexual Harassment complaints.<\/p>\r\n","protected":false},"excerpt":{"rendered":" The information below summarizes the requirements of sexual harassment training for states which such training is mandatory or encouraged by state law. California Which employers must provide sexual harassment training?\u00a0All employers with 50 or more employees (including full-time, part-time and temporary employees and contractors). There is no requirement that all 50 employees or contractors work […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"right-sidebar","site-content-layout":"plain-container","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"class_list":["post-798","page","type-page","status-publish","hentry"],"yoast_head":"\nColorado<\/h1>\r\n
Connecticut<\/h1>\r\n
Florida<\/h1>\r\n
Hawaii<\/h1>\r\n
Illinois<\/h1>\r\n
Iowa<\/h1>\r\n
Maine<\/h1>\r\n
Maryland<\/h1>\r\n
Massachusetts<\/h1>\r\n
Nevada<\/h1>\r\n
New Mexico<\/h1>\r\n
North Carolina<\/h1>\r\n
Ohio<\/h1>\r\n
Pennsylvania<\/h1>\r\n
Tennessee<\/h1>\r\n
Utah<\/h1>\r\n
Vermont<\/h1>\r\n
Wisconsin<\/h1>\r\n
Rhode Island<\/h1>\r\n