Connecticut State Sexual Harassment Training Requirements

This training must be provided to existing employees by October 1, 2020.  Employees hired on or after October 1, 2019 must receive this training within six months of hire. The training must include interactive elements.

Employers will be required to provide to a new employee a copy of information regarding the illegality of sexual harassment and remedies available to victims. The employer must provide supplemental training not less than every 10 years.In addition, posters describing the illegality of sexual harassment must be posted in the workplace. 

For more information visit the Connecticut Commission on Human Rights and Opportunities Website.

The EEOC is the federal governing body that describes and enforces sexual harassment and discrimination laws. Read more at (EEOC Harassment). According to the EEOC sexual harassment and other forms of employment discrimination violate Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA). 

There are a number of steps the EEOC recommends that employers take to reduce their chances of liability for sexual harassment claims.

1. Implementing a strong and well understood sexual harassment policy.
2. Providing a robust sexual harassment training program for training employees and supervisors.
3. Establishing an effective complaint and grievance process, within which the employees do not have to fear retaliation.
4. An employer should act Immediately to investigate any complaint or grievance.
5. The employer should take immediate steps such as disciplinary action to stop harassment.
6. Employees should be encouraged to confront the harasser directly and inform them that the conduct is inappropriate as well as informing management and Human Resources

Sexual Harassment Training Tip: Prevention is the BEST tool.

By ensuring that employees understand and are well trained in workplace sexual harassment policies, employers can greatly reduce their chances of being liable for monetary damages in sexual harassment cases.