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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- 1
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.
- 2
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.
- 3
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.
- 4
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.
- 5
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.
- 6
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.
- 7
Record Training Completion Certificates
Maintain a record of all harassment training sessions for at least three years.
- 8
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.
- 9
Offer Training in Other Languages When Needed
Provide training materials and policies in other languages as needed to accommodate non-English speaking staff.
- 10
Implement Confidential Reporting Mechanisms
Create and communicate internal reporting procedures for employees to report harassment, while maintaining confidentiality and prohibiting retaliation.
- 11
Confirm Regular Training Updates
Ensure that your training provider constantly updates training to reflect changes in the legislation.