Sexual Harassment Prevention Training Regulation

TRAINING REQUIRED: Updated: 09/20/22

CALIFORNIA
Who needs to be trained?: Supervisory employees and employees, if you have 5+ employees.
Training Hours: 2 hours for supervisory employees, 1 hour for non-supervisory employees.
Training Deadline(s): Employees must be trained within 6 months of hire. Supervisors must be trained within 6 months of assuming supervisory duties.
Retraining Requirements: Bi-annually
ServSafe Acceptance: Yes.

CONNECTICUT
Who needs to be trained?: All supervisory employees for any size employer. Employees, if you employ 3+ employees. There is no difference in the state’s training content requirements for employees and supervisory employees. That is why we are offering one course for both supervisory employees and employees in Connecticut.
Training Hours: 2 hours
Training Deadline(s): Supervisory employees and Employees must be trained within 6 months of employment.
Retraining Requirements: Every 10 years. Any employee (including supervisor) trained since October 1, 2018 is exempt from being “retrained” a second time under the new laws.
Training Fines: $750 if you fail to train supervisory employees or employees.
ServSafe Acceptance: Yes.

DELAWARE
Who needs to be trained?: All employees, if you have 50+ employees. New supervisors must receive additional interactive training within one year of their date of hire or beginning of supervisory role on the prevention and correction of sexual harassment as well as the legal prohibition of retaliation.
Training Hours: None
Training Deadline(s): Within 1 year of employment.
Retraining Requirements: Every 2 years.
ServSafe Acceptance: Yes.

DISTRICT OF COLUMBIA
Who needs to be trained?: For anyone that employs tipped workers: employees, owners/operators, and supervisory employees.
Training Hours: None. Training for employees, owners/operators can be online or in person. Manager training only in person training is accepted.
Training Deadline(s): Within 90 days of hire.
Retraining Requirements: Every 2 years.
ServSafe Acceptance: Not approved at this time. List of approved providers.

ILLINOIS (& Chicago) NEW!
Who needs to be trained?:
State: All employees and managers. Restaurant specific sexual harassment prevention training is required for restaurant bar employees and managers.
Chicago: All employees and managers.
Training Hours: State: None specified. Chicago: 1 hour sexual harassment prevention and 1 hour bystander training for employees. 2 hours sexual harassment prevention and 1 hour bystander training for managers.
Training Deadline(s): State: Annually Chicago: Annually
Retraining Requirements: State: Annually. Chicago: Annually
ServSafe Acceptance: State:Yes. Chicago: Yes, must also complete Chicago bystander training if an employee and the bystander and additional hour of sexual harassment prevention training for managers.

MAINE
Who needs to be trained?: Supervisory employees and employees, if you have 15+ employees.
Training Hours: None
Training Deadline(s): Within 1 year of hire and within 1 year of assumption of supervisory position.
Retraining Requirements: None
ServSafe Acceptance: Yes.

NEW YORK (State & City)
Who needs to be trained?:
State: All employees, including supervisory employees, for any size employer. There is no difference in the state’s training content requirements for employees and supervisory employees. That is why we are offering one course for both supervisory employees and employees in New York.
City: Supervisory employees and employees, if you have 15+ employees. Also, any employees, supervisory employees and independent contractors in other states that regularly visit or interact with NYC employees.
Training Hours: None
Training Deadline(s): State: At the time of hiring and on an annual basis. City: At the time of hiring, and on an annual basis.
Retraining Requirements: Annually
ServSafe Workplace Acceptance: State: Yes. City: Yes.

WASHINGTON
Who needs to be trained?: Every hotel, motel, retail, or security guard entity, or property services contractor, who employs an employee. Employee is defined as an individual who spends a majority of her or his working hours alone, or whose primary work responsibility involves working without another coworker present, and who is employed by an employer as a janitor, security guard, hotel or motel housekeeper, or room service attendant.
Training Hours: None specified in legislation.
Training Deadline(s): All employees, as defined above must receive this training at least once.
Retraining Requirements: None
ServSafe Acceptance: Yes.

TRAINING RECCOMENDED BY LEGISLATION OR REGULATION:

COLORADO: Employers covered by the Colorado Fair Employment Practices Act are encouraged to conduct training.

HAWAII: The state encourages employers to prevent sexual harassment by raising the issue, condemning sexual harassment, and discussing employee rights in sexual harassment incidents.

IDAHO: The Idaho Human Rights Commission states that effective policies and employee training can go a long way towards discouraging improper conduct before it becomes serious enough to violate the law. https://humanrights.idaho.gov/Idaho-Law/Types-of-Discrimination/Sex

MASSACHUSSETTS: All new employees and supervisors are encouraged to conduct training within first year of employment and within one year of assuming supervisory responsibilities.

NEBRASKA: The Nebraska Equal Opportunity Commission states that prevention is the most effective way to eliminate harassment. Employers need to have an effective complaint process, provide anti-harassment training to all employees, and take immediate and appropriate action when an individual complains. http://www.neoc.ne.gov/harrassment/harrassment.html

OHIO: Training is recommended per Ohio Adm. Code 4112-5-05(J)(6). 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 under Chapter 4112.

OREGON: The Oregon government Technical Assistance for Employers states that employers should emphasize the importance of its sexual harassment policy through communication and training. Training for staff is essential. https://www.oregon.gov/boli/workers/Pages/sexual-harassment.aspx

RHODE ISLAND: Employers with 50 more employees are encouraged to conduct training within one year of employment for new employees and within one year of assuming supervisory responsibilities.

VERMONT: All employers are encouraged to conduct training within first year of employment and within one year of assuming supervisory responsibilities.

WISCONSIN: The state advises employers to provide training to sensitize employees on the issue of harassment and periodically remind them to maintain a harassment-free workplace.

Title VII of the Civil Rights Act of 1964 applies – for any employer with 15+ employees. The United States Equal Employment Opportunity Commission (EEOC) recommends training:

Alabama          Louisiana                   Nevada                          Utah
Alaska              Maryland                    North Carolina         Virginia
Arizona            Michigan                    North Dakota            Washington
Arkansas         Minnesota                 Oklahoma                   West Virginia
Florida             Mississippi                 Pennsylvania             Wyoming
Georgia           Missouri                      South Carolina
Iowa                 Montana                      South Dakota
Indiana            New Hampshire      Tennessee
Kansas             New Jersey                Texas
Kentucky        New Mexico