Sexual Harassment Prevention Training – Employee USA

Federal law under Title VII prohibits harassment but does not mandate training nationwide. However, several states (DE, WA industry-specific, DC for tipped workers, etc.) require sexual harassment training. Even in non-mandatory states, training is considered due-diligence and reduces liability during EEOC or internal investigations.

Employees will learn what sexual harassment is, the forms it takes (verbal, physical, visual), how hostile work environment and quid pro quo occur, how to report harassment, legal protections, retaliation prevention, and remedies available through internal systems and state/federal agencies.

All employees, managers, supervisors, interns, contractors, and third-party individuals who interact within the workplace or at work-related events. Anyone who can experience or witness harassment should be trained. 

Yes. The training explains what to do when a complaint is raised, how to escalate it, conduct or support investigations, maintain confidentiality, and avoid retaliation-linked misconduct. Managers also learn how to recognize early signs rather than ignoring inappropriate behavior. 

Every complaint must be taken seriously. The organization must investigate promptly, fairly, and confidentially (as far as possible). Relevant documents should be reviewed, witnesses interviewed, and corrective actions taken if harassment is confirmed. 

Intent is irrelevant - unwelcome sexual jokes, comments, touches or displays can still be harassment even if meant as humor. Employees are trained to identify boundaries and behaviors that create hostile environments. 

The course teaches employees to act as active bystanders by intervening, distracting, reporting or supporting someone being harassed. Small interventions can stop escalation and help protect colleagues early. 

Yes, retaliation is explained clearly. Any negative action (reduced shifts, demotion, exclusion, unfair workload changes, intimidation, negative scheduling) for reporting or participating in an investigation is unlawful. The training helps leaders avoid retaliation-based liability. 

Yes, employees are taught when they can escalate issues to federal agencies like the EEOC, and state-specific departments such as DFEH (California), CHRO (Connecticut), DDOL (Delaware), Maine Human Rights Commission, NY DHR, etc. including timelines and filing processes. 

Yes. If internal handling is unsatisfactory, employees have the right to file a complaint directly with state or federal agencies, even without notifying the company first.

Training completion reports, certificates, assessment results and reminders help employers maintain documentation - critical during audits, lawsuits or EEOC investigations as evidence of preventive action. 

California enforces sexual harassment laws under the Fair Employment and Housing Act (FEHA) via DFEH (Department of Fair Employment and Housing), requiring employers to provide prevention training, allowing employees to file complaints internally or directly with DFEH/EEOC within one year, and enabling remedies such as compensatory damages, punitive damages, mandatory training orders, and litigation-related costs. 

Regulated by the CHRO (Commission on Human Rights and Opportunities), Connecticut mandates workplace sexual harassment training and allows employees to file complaints within 180 days, with possible remedies including reinstatement, promotion, compensatory damages, back pay, and cease-and-desist orders. 

Under the Delaware Discrimination in Employment Act, enforced by DDOL (Delaware Department of Labor), training is required and complaints may be filed within 300 days with EEOC or DDOL, with remedies such as reinstatement, hiring, promotion, back pay, attorney fees, and court costs. 

Maine’s Human Rights Act mandates harassment training and allows complaints through the Maine Human Rights Commission (300-day window) or directly in superior court within two years, with investigation and corrective actions required where misconduct is proven. 

New York requires annual training and complaints can be filed with NY State DHR (New York State Division of Human Rights), the NYC Commission on Human Rights, or EEOC; cases may be filed up to three years depending on the venue, and violations can result in mandatory policy changes and corrective actions. 

Illinois enforces anti-harassment laws through the Illinois Department of Human Rights (IDHR), requires annual training statewide, and permits filing within 300 days by phone, fax, mail or in-person, triggering formal investigation and potential corrective orders. 

The LAD (Law Against Discrimination) prohibits workplace harassment, allows claims to be filed with NJDCR within 180 days or civil litigation within 2 years, and requires employers to act promptly on complaints and prevent discrimination-based retaliation.

The WSHRC (Washington State Human Rights Commission) enforces harassment prevention laws in Washington, with mandatory training for specific industries like hotels, retail, security, janitorial & property services, and a filing limit of up to 3 years for discrimination complaints. 

The Human Rights Act (1977) and the Tipped Wage Workers Fairness Act (2018) require training for tipped employees, allow complaints through OHR (Office of Human Rights) or EEOC within 180 days, and ensure investigation and corrective action if harassment is proven. 

Protected under the Act to Prohibit and Prevent Workplace Harassment (APPWH), employees may first report internally, then escalate to mediation, and file in court if unresolved - ensuring workplace bullying and harassment are legally actionable. 

The delivery is fully flexible. If you have an in-house LMS, we can provide the course as a SCORM-compliant package. If not, we offer a seamless SaaS-based hosting option for easy access and deployment.