New Connecticut Sexual Harassment Training Regs

UPDATE: Connecticut State Sexual Harassment Training Law is now in effect.

As of January 1, 2019, employers in Delaware with 50 or more employees must provide sexual harassment training to all supervisory and nonsupervisory employees every two years and within one year of starting a supervisory or nonsupervisory position.

Employers with more than 3 employees must provide sexual harassment training for all employees.

• Current employees must be trained by October 1, 2020.
• Employees or supervisors hired after October 1, 2019 must be trained within 6 months of hiring (or placement in a supervisory position). Training must be “updated” every 10 years.
• The training must be at least two hours in length for both non-supervisory and supervisory employees.
  
  

Requirements for supervisory employees

• For supervisors, the training program must cover specific responsibilities of supervisory employees for preventing and correcting sexual harassment and retaliation.

View our Sexual Harassment Training Courses

New CT Harassment Posting Requirements:

Required Posters:

• CT English Sexual Harassment Prevention Poster (PDF)
  
  
• CT Spanish Sexual Harassment Prevention Poster (PDF)
  
  
• CT English Discrimination Prevention Poster (PDF)
  
  
• CT Spanish Discrimination Prevention Poster (PDF)

Effective October 1, 2019, employers with more than 3 employees must prominently post a notice of its sexual harassment policy and provide a copy of the notice to all employees within 3 months of being hired.

The notice must be posted on the employer’s intranet site (if the employer maintains one)

Or, if sent by email, the email must state in the subject line: “Sexual Harassment Policy.”

A new provision prohibits a manufacturer, when responding to an allegation of harassment, from changing the claimant’s “conditions of employment” without his or her written consent.

Also, the legislature expanded the period for a claimant to file a charge of discrimination or retaliation with the state agency from 180 days to 300 days.

Manufacturers should consider updating their policies and training programs in advance of these laws’ effective dates.

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