Washington State Sexual Harassment Training Requirements

All state employees are mandated to take sexual harassment training by Executive Order. View Executive Order 89-01.

The Washington State Human Rights Commission encourages all employers and employees to complete workplace sexual harassment training. At the request for the Washington State legislature, under Senate Bill 6471, the Washington Human Rights Division created a model sexual harassment policy that they encourage employers to adapt and and implement.  You can access the model policy from the Washington Human Rights Commission Web Page.

Workplace sexual harassment training can help an employer avoid costly lawsuits and reduce liability to the employer. 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.