Here are some examples of states that have regulations requiring onsite training for sexual harassment prevention.

1. California: California law requires employers with five or more employees to provide sexual harassment prevention training to all employees every two years. The training must be at least 2 hours long and cover specific topics. Additionally, starting in 2021, California law requires larger employers to provide training on harassment, discrimination, and bias related to gender identity, gender expression, and sexual orientation.
2. New York: New York State law requires employers with one or more employees to provide sexual harassment prevention training to all employees annually. The training must be interactive and include specific topics. Additionally, New York City has passed a law requiring employers with 15 or more employees to provide annual training on sexual harassment and gender-based harassment.
3. Connecticut: Connecticut law requires employers with three or more employees to provide sexual harassment prevention training to all employees. The training must be at least 2 hours long and cover specific topics. Additionally, starting in 2022, Connecticut law will require employers with three or more employees to provide training on sexual harassment, diversity, equity, and inclusion.
4. Illinois: Illinois law requires employers with one or more employees to provide sexual harassment prevention training to all employees. The training must be provided annually and must cover specific topics.
5. Maine: Maine law requires employers with 15 or more employees to provide sexual harassment prevention training to all employees. The training must be provided within one year of the employee’s hire date and cover specific topics.
6. Delaware: Delaware law requires employers with 50 or more employees to provide sexual harassment prevention training to all employees. The training must be provided within one year of the employee’s hire date and cover specific topics.
7. Massachusetts: Massachusetts law requires employers with six or more employees to provide sexual harassment prevention training to all employees. The training must be provided annually and must cover specific topics. Additionally, starting in 2022, Massachusetts law will require employers with 50 or more employees to provide training on diversity, equity, and inclusion.
8. Michigan: Michigan law requires employers with five or more employees to provide sexual harassment prevention training to all employees. The training must be delivered within six months of the employee’s hire date and cover specific topics.
9. New Jersey: New Jersey law requires employers with one or more employees to provide sexual harassment prevention training to all employees. The training must be provided within one year of the employee’s hire date and cover specific topics.
10. Oregon: Oregon law requires employers with six or more employees to provide sexual harassment prevention training to all employees. The training must be provided within one year of the employee’s hire date and cover specific topics.
11. Rhode Island: Rhode Island law requires employers with 15 or more employees to provide sexual harassment prevention training to all employees. The training must be provided within one year of the employee’s hire date and cover specific topics.
12. Vermont: Vermont law requires employers with 15 or more employees to provide sexual harassment prevention training to all employees. The training must be provided within six months of the employee’s hire date and cover specific topics.
13. Washington: Washington law requires employers with one or more employees to provide sexual harassment prevention training to all employees. The training must be provided within one year of the employee’s hire date and cover specific topics.

Again, it’s essential to remember that these regulations and requirements are subject to change, and there may be additional regulations or requirements depending on the state and industry. Therefore, it’s always best to consult with an employment law attorney or HR professional to ensure compliance with all relevant regulations.

Many states listed here require that sexual harassment prevention be conducted by a qualified trainer, but they do not necessarily require that the training be conducted onsite at the employer’s premises. In fact, many states allow the training to be conducted online or via video conference as long as it meets specific requirements and is interactive.

For example, California law requires that sexual harassment prevention training be interactive, meaning it must include questions and answers or require the trainee to interact with the materials presented. The training may be conducted in person, online, or by any other means that satisfies this requirement.

Similarly, New York State law requires that sexual harassment prevention training be interactive, and it may be conducted in person, via video conference, or online. The training must be conducted by a qualified trainer, who may be an internal or external trainer.

Overall, there are numerous delivery method options to choose from when it comes to sexual harassment training in your state. We recommend speaking with us to learn which option best suits your organization and the laws in your area.

For general information, visit our website today; www.compliancetraininggroup.com