Sexual Harassment Prevention Training

Connecticut Supervisors and Employees

Connecticut Sexual Harassment Awareness for Supervisors and Employees

Satisfies Section 46a-54 (15) (B) and 46a-54-204 of the Connecticut General Statutes Training Requirements, which constitute the Time’s Up Act.

happy smiling diverse business teamOn October 1st, 1992, Connecticut became the second state to make sexual harassment training a mandatory requirement for employers. The first state to bring forth its own sexual harassment training laws was Maine in 1991, Connecticut (1992), and finally California in 2004. This section is for employers looking to increase their knowledge of the Connecticut sexual harassment training laws and requirements for employers in the State of Connecticut.

Effective October 1st, 2019, Connecticut updated their sexual harassment training law requirements that employers with Three or more employees provide sexual harassment training to all their employees. Connecticut General Assembly named these new laws the Time’s Up Act. California sexual harassment training law also requires similar requirements for employers with five or more employees, while the Maine statute states fifteen or more employees.

Connecticut law requires the training be provided for any person or employer who has a total of 3 or more employees, which would include partners, supervisory and non-supervisory employees in its employment within six months of their start date.

In our two-hour Connecticut complaint course both employees and supervisors learn about sexual harassment, discriminatory behavior and types of conduct that create a hostile workplace. Developed by legal and HR training experts, the course covers key federal laws. The course engages and verifies their understanding of the material by using interactive features such as:

  • Quizzes & final test
  • Video scenarios demonstrating harassment
  • Explain Federal and Connecticut sexual harassment laws
  • Define sexual harassment
  • Explain the types and forms of sexual harassment
  • Identify who the law protects from sexual harassment
  • Describe employer’s duties under Federal law
  • Identify who is liable for sexual harassment
  • Explain how to exercise legal rights
  • Describe the remedies for a sexual harassment complaint
  • Describe the elements of an anti-harassment policy
  • Explain best practices for avoiding sexual harassment situations

Frequently Asked Questions – Connecticut Sexual Harassment Training

What Types of Businesses Are Required to Provide Training?

Connecticut’s statute requires that all employers with 3 or more employees provide sexual harassment awareness training to all supervisors, managers and partners within 6 months of employment.

Connecticut’s statute unquestionably specifies all public and private employers with three or more employees. Our best practices recommendation is that Connecticut employers with employees working outside the State of Connecticut (i.e., the company is based in Connecticut but some employees may also work outside of the state), as well as out-of-state employees of the same organization, should make sure that all such employees are also counted when determining whether there is a need to conduct training. Where potential liability may exist, it is in the best interest of your organization to provide training to ensure compliance with Connecticut harassment laws.

Which Employees Must Receive Training?

Connecticut law requires all partners, supervisors, and employees receive sexual harassment awareness training within 6 months of commencement of employment. Connecticut’s statute specifies such training is an absolute requirement for all private and public employers, should they meet the requirement of having 3 or more employees.

Employers with fewer than three employees must provide two hours of training and education to all existing supervisory employees by October 1, 2020 or within six months to new supervisory employees.

In addition, Connecticut law defines the duties of a supervisory employee as: “Any individual who has the authority to use his or her independent judgment, on behalf of and in the interest of the employer, to lay-off, hire, promote, recall, reward, suspend, direct and/or make recommendations for such actions”.

Contact us today to learn more about the sexual harassment laws in Connecticut and sexual harassment training we provide, which is fully compliant with Connecticut harassment law.

How Often Should Training Occur?

Under Connecticut law, the “training year” is defined as: “The period of time from the first of October in any calendar year through the 30th of September in the following calendar year.

Connecticut law also states employers must provide periodic supplemental training not less than every ten years. Not only will this assist employers in avoiding claims of negligence, but to also to reiterate the employer’s standing on the importance of workplace professionalism.

What Should the Training Course Contain?

Regardless of the training method, Connecticut sexual harassment training courses should cover Connecticut’s statutes and mandatory regulations related to sexual harassment in the workplace, as defined by state and Federal law. To ensure the attendees are engaged, attentive and focused on the training module, we also recommend interactive activities and scenarios, in order to test the attendees’ understanding of the subject matter. Some of those required subject areas include:

How Long Should the Training Last?

The statute specifically states a 2-hour minimum requirement for sexual harassment awareness training.

Our best practices recommendation is that training should be consistent with Federal law and similar laws in other states, such as California; therefore, we recommend the training module for general employees should be a minimum of two hours and the training module for supervisors and managers and partners last a minimum of two hours and cover harassment in the workplace.

Who Should Conduct the Training?

Connecticut’s statute does not define the term “qualified trainers”, nor does it expand on the qualifications for developing a sexual harassment awareness training course.

Our best practices recommendation is that employers retain the services of a facilitator who possesses at least one or more of the following qualifications:


What Type of Documentation should the Employer Retain?

Connecticut’s statute does not contain specific regulations requiring employers to maintain records related to sexual harassment awareness training.

Our best practices recommendation: Employers should maintain records in the Human Resources Department in the employees’ personnel files. These records should references the names of the employees who received training, the dates and locations of the training, the types of training received, the company who conducted the training, the names of the facilitators and the materials re. It is also recommended that the employees also sign the employer’s policy against sexual harassment, verifying the details of the training and confirming they received and fully understand the training. These records should be retained during the entire period of employment for each and every employee.

How do Supervisors Ask Questions during E-learning Courses?

Connecticut’s statute specifically states: “As long as the employees are given the opportunity to ask questions and obtain answers in a reasonably prompt manner”, eLearning will satisfy this training requirement. According to Opinion Letter, dated 05/19/2003.

Should the mandatory training be conducted in a classroom setting, the statute states: “[Use] understandable, clear and concise language … in a setting which allows the attendees to ask questions and receive answers. Video, audio, and other instructional methods may also be incorporated in the live training session, to in order to strengthen the interactive training process.”

What are the Penalties for Not Providing Training?

Violation of Connecticut’s sexual harassment statute may result in an order of compliance issued by the State of Connecticut’s Human Rights and Opportunities Commission. In addition, the Equal Employment Opportunity Commission (EEOC) can also be utilized by employees, which may result in civil and criminal penalties and/or convictions, including monetary compensation.

Are there any Additional Requirements?

Refer to Section 46a-54-201 of the Connecticut Statute for mandatory posting requirements for employers with 3 or more employees.

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