Guides

Connecticut Sexual Harassment Training Requirements Checklist

Connecticut’s laws require employers to provide sexual harassment prevention training to employees, ensuring a workplace that is knowledgeable and vigilant about preventing harassment. Below is a comprehensive checklist for Connecticut employers to maintain compliance with the state’s training requirements.

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What's Inside

Review Connecticut’s Harassment Legal Framework

Explore Connecticut's legal responsibilities under the Time's Up Act, which requires all companies to provide sexual harassment training to their employees.

Provide Training to All Staff

Make certain that all employees, including supervisory and nonsupervisory, get sexual harassment prevention training.

Ensure Training Meets Legal Requirements

Check that your training program includes the aspects required by Connecticut law, such as the definition of sexual harassment, the legality and illegality of harassment, and victim remedies.

Adhere to Training Timelines for New Hires and Supervisors

Conduct initial training for new staff within six months of their start.

Update Training Programs Periodically

Provide at least 10 years of extra training to ensure that personnel are aware of legal and social developments concerning sexual harassment.

Annually Distribute Harassment Information

On an annual basis, distribute information about the illegality of sexual harassment and the remedies available to victims of sexual harassment to all employees.

Document Training Completion Certificates

Maintain a record of all harassment training sessions for at least three years.

Display Legal Notices Prominently

Post legal notices about the illegality of sexual harassment and the potential remedies in a visible position where all employees can see them.

Confirm Regular Training Updates

Ensure that your training provider constantly updates training to reflect changes in the legislation or regulations.

Offer Training in Employees’ Languages

Ensure that training is delivered in the language spoken by your employees.

Establish Harassment Reporting Processes

Implement and communicate an internal reporting system for sexual harassment, and guarantee that all reports are investigated immediately and completely.