Connecticut Expands Sexual Harassment Training Requirements

A new law in Connecticut, “An Act Combatting Sexual Assault and Sexual Harassment” (also known as the “Time’s Up Act”), signed on June 18, 2019, significantly expands existing sexual harassment prevention laws. document-428331_1920

The new law will require all Connecticut employers to provide sexual harassment training to supervisors on or before October 1, 2020. After October 1, 2020, all supervisors must receive sexual harassment training within 6 months of their assumption of a supervisory position.  Connecticut employers with three or more employees must provide this sexual harassment raining to all other employees, not just supervisors, also on or before October 1, 2020. For new employees hired after October 1, 2020, the sexual harassment training must be conducted within 6 months from the date of hire. Continue reading

California Sexual Harassment Training Requirements Expanded

With the passing of Senate Bill 1343, training requirements have changed for California businesses. California employers with 5 or more employees are now required to provide sexual harassment training to both supervisory employees as well as nonsupervisory employees. By January 1, 2020, supervisory employees must receive 2 hours of sexual harassment training and nonsupervisory employees must receive 1 hour of training. Going forward, this training must occur every two years. For all new employees, training must occur within six months of hire. For all new temporary or seasonal employees, training must occur within 30 calendar days or 100 hours worked, whichever comes first. Continue reading

New York – New Sexual Harassment Training Required

With sexual-harassment allegations on the rise, states are moving towards reform of their laws and the complaint process. One of these states is New York, which recently passed a law that will go in effect October 9th requiring companies to provide annual sexual-harassment training for all employees.

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All training must meet or exceed the standards of the state, either by using a program set forth by state agencies or the company’s independent training program. Continue reading