Guides

Delaware Harassment Training Compliance Checklist

Employers in Delaware need to follow state laws on harassment training aimed at creating workplaces without harassment or discrimination. This checklist serves as a guide for Delaware employers to meet these legal standards

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Understand Delaware Harassment Training Laws

Recognize the requirements of Delaware's anti-discrimination laws, including the Delaware Employment Discrimination Act, which mandates that companies offer training on sexual harassment.

Train New Employees on Harassment Prevention

Make sure that all new hires receive interactive training on sexual harassment prevention within a year of starting their jobs.

Provide Supervisors with Additional Training

Supervisors should get additional training that covers duties related to stopping and correcting sexual harassment as well as the legal prohibition against retaliation.

Conduct Harassment Training Every Two Years

Implement sexual harassment prevention training for all staff every two years. Make sure the training is interactive and covers all of the legal requirements.

Verify Training Content Accuracy

Confirm that the training contains an explanation of sexual harassment, examples of appropriate and inappropriate behavior, and a description of federal and Delaware-specific sexual harassment statutes, as well as resources for victims.

Distribute Harassment Policies

Distribute a sexual harassment notification or information sheet to all employees, as given by the Delaware Department of Labor, and include it in the employee handbook if one exists.

Record Training Completion Certificates

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

Establish Clear Anti-Harassment Policies

Create a comprehensive anti-harassment policy that defines the process for handling harassment complaints, and make this policy available to all employees.

Offer Training in Other Languages When Needed

Provide training materials and policies in other languages as needed to accommodate non-English speaking staff.

Implement Confidential Reporting Mechanisms

Create and communicate internal reporting procedures for employees to report harassment, while maintaining confidentiality and prohibiting retaliation.