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Connecticut Sexual Harassment Training
$19.95
| Certificate Valid For: | 10 years |
|---|---|
| Available Languages: | English, Spanish |
| Completion Time: | 2 hours |
Course Overview
Skills you will learn:The definition of Sexual Harassment Federal Law, State Laws, Why Sexual Harassment is illegal, Identifying Sexual Harassment, Examples of Sexual Harassment, Internal Complaint Process, How to Communicate With Employees, How to Handle a Complaint, How to Correctly Document a Complaint, Quizzes & final test
About This Course
Course Overview:
- Focus: Address workplace dynamics like sexual harassment and discrimination.
- Training: California Sexual Harassment Course covers crucial workplace issues.
Interactive Learning Approach:
- Engagement: Dynamic, interactive sessions for active learning.
- Features: Tools for effective comprehension and application.
Creating a Secure Workplace:
- Objectives: Equip teams to prevent and address misconduct.
- Environment: Foster respect and security in the workplace.
Key Topics Covered:
- Issues Addressed: Sexual harassment complexities, discrimination, and hostile behaviors.
Course Benefits:
- Engagement: Interactive content for impactful learning.
- Comprehensive Training: Ensures understanding and practical application.
- Empowerment: Tools for fostering inclusive workplace culture.
- Compliance: Integrated with LMS for regulatory adherence.
Training Goals:
- Transformation: Empower employees to prevent harassment.
- Regulatory Alignment: Meets California state standards, includes gender identity and abusive conduct.
- Differentiation: Practical empowerment beyond legal requirements.
- Proactive Approach: Encourages prompt reporting.
Core Objectives:
- Skills Development: Identify, respond to, and prevent harassment.
- Culture Enhancement: Promote respect and inclusivity.
Current Relevance:
- Educational Imperative: Essential for workplace behavior.
- Reporting Culture: Encourages speaking out against harassment.
Legal Oversight and Resources:
- Expert Review: Ensured accuracy and compliance.
- FAQ Access: Additional resources for clarity.
Enrollment and Impact:
- Join Us: Shape a respectful workplace.
- Transformation: Promote empowerment and safety.
Course Facts
Focus:
- Address workplace dynamics like sexual harassment and discrimination.
- Comprehensive Sexual Harassment Course covering crucial workplace issues.
Interactive Learning Approach:
- Engagement: Dynamic, interactive sessions for active learning.
- Features: Tools for effective comprehension and application.
Creating a Secure Workplace:
- Objectives: Equip teams to prevent and address misconduct.
- Environment: Foster respect and security in the workplace.
Key Topics Covered:
- Sexual harassment complexities, discrimination, and hostile behaviors.
Course Benefits:
- Engagement: Interactive content for impactful learning.
- Comprehensive Training: Ensures understanding and practical application.
- Empowerment: Tools for fostering inclusive workplace culture.
- Compliance: Integrated with Learning Management System (LMS) for regulatory adherence.
Training Goals:
- Transformation: Empower employees to prevent harassment.
- Regulatory Alignment: Meets state standards, includes gender identity and abusive conduct.
- Differentiation: Practical empowerment beyond legal requirements.
- Proactive Approach: Encourages prompt reporting.
Core Objectives:
- Skills Development: Identify, respond to, and prevent harassment.
- Culture Enhancement: Promote respect and inclusivity.
Current Relevance:
- Educational Imperative: Essential for workplace behavior.
- Reporting Culture: Encourages speaking out against harassment.
Legal Oversight and Resources:
- Expert Review: Ensured accuracy and compliance.
- FAQ Access: Additional resources for clarity.
Enrollment and Impact:
- Join Us: Shape a respectful workplace.
- Transformation: Promote empowerment and safety.
Topics Covered
- The definition of Sexual Harassment
- Federal Law
- State Laws
- Why Sexual Harassment is illegal
- Identifying Sexual Harassment
- Examples of Sexual Harassment
- Internal Complaint Process
- How to Communicate With Employees.
- How to Handle a Complaint
- How to Correctly Document a Complaint
What You'll Learn
Prohibited Behaviors and Legal Implications:
- Identification of behaviors classified as sexual harassment.
- Understanding the legal implications and consequences of these actions.
Implementation Strategies:
- Effective strategies to prevent and combat sexual harassment in the workplace.
- Practical measures to create a safe and respectful work environment.
Support Services:
- Information on support services available to victims of sexual harassment.
- Guidance on accessing and utilizing these services effectively.
Workplace Misconduct Repercussions:
- Detailed explanation of the consequences associated with workplace misconduct.
- Emphasis on the importance of adhering to workplace policies and regulations.
Legal Expertise:
- Course reviewed by John Wallace, Esquire.
- Over 38 years of trial and appellate experience.
- Distinguished member of the Law Review, ensuring high standards of accuracy and compliance.
Regulatory Information
In Connecticut, employer obligations for sexual harassment prevention training are outlined in Connecticut General Statutes § 46a-54(15)(B), which mandates extensive anti-harassment training for both employees and supervisors:
Key Requirements:
Employers with Three or More Employees:
- Must provide two hours of sexual harassment prevention training to all employees.
- This training must be completed within six months of hire.
Supervisory Employees:
- All employers, regardless of size, must provide two hours of sexual harassment prevention training specifically to supervisory employees.
- New supervisors must receive this training within six months of assuming a supervisory role.
Biannual Refresher:
- All employees (not only supervisors) must receive a refresher training every ten years.
Content of Training:
- The training must be interactive and cover definitions, examples of sexual harassment, remedies available, and the rights and responsibilities of both employees and employers.
- Connecticut’s Commission on Human Rights and Opportunities (CHRO) provides a free training program that employers can use to meet these requirements.
Recordkeeping and Compliance:
- Employers must document and retain records of the training provided, including dates and names of employees trained.
- Failure to comply with these requirements may lead to penalties and increase an employer's liability in cases of harassment claims.
This law, part of Connecticut’s broader anti-discrimination efforts, aims to foster a safer workplace and ensure all employees are informed on recognizing and addressing sexual harassment.
FAQs
Q: Is there a prerequisite for this course?
Dive into learning without any mandatory prerequisites for the Sexual Harassment Training.
Q: What are the Sexual Harassment & Alcohol Training requirements for my Certificate of Achievement?
Q: How many lessons are there in the Sexual Harassment Training Course?
Immerse yourself in 4 captivating lessons and a comprehensive exam.
Q: When does my Certificate of Achievement expire?
Your achievement is valid for two years; always check state or local regulations for renewal specifics.
Q: Why can't I access the final exam?
Ensure each lesson is passed to access the final exam. Green means passed, red means a bit more study is needed.
Q: When does my course expire?
Courses remain active for 180 days from the date of your enrollment, and your access to the course will cease after this 180-day period. If you do not earn your Course Certificate of Achievement within 180 days of enrolling, your course access will expire. In such a case, you will need to repurchase the course to re-enroll. Should you choose to re-enroll and still not earn your course certificate within the subsequent 180 days; your registration will once again expire, necessitating another course purchase for re-enrollment. We will send you two reminder emails to inform you about the impending expiration of your course access. The first email will be sent 25 days after your enrollment if you have not completed the course, and the second email will be sent 30 days before the course's expiration date if you have not completed the course. For more information about course expiration dates, please read our Terms of Use
Q: What's the procedure for a refund?
100% money back or credit within 30 days if returned before studying beyond lesson 1. Exceptions apply; check our Terms of Use for details.
Q: Who wrote the content for your course?
Crafted by an educator of over 750 courses in collaboration with legal and regulatory experts. Regular updates maintain relevance.
Q: How soon can I expect to receive my Certificate of Achievement?
Download instantly upon passing your final exam.
Q: What can I do if I lose my Certificate of Achievement?
Visit tapseries.io and click on Print Certificate for a replacement.
Q: Can I test out of the course?
No testing out, but rest assured, completing the course and passing the exam unlocks your sexual harassment card. Enroll now for a brighter, safer future!
Q: What is the Connecticut law forbidding sexual harassment?
Sexual harassment is prohibited by the State of Connecticut’s Discriminatory Employment Practices Law, section 46a-60(a)(8) of the Connecticut General Statutes.
Q: What are the Connecticut requirements for Sexual Harassment Prevention Training?
On June 18, 2019, Connecticut enacted a new state law expanding its sexual harassment training requirements. Beginning October 1, 2019, employers must provide two hours of sexual harassment training to all employees, not just supervisors. New employees hired after October 1, 2019 must be trained within six months of hire. All current employees must be trained by October 1, 2020. If an employee has received such training since October 1, 2018, he or she is not required to receive the training again.
All employers of any size must provide sexual harassment training to their supervisors in Connecticut. Employers that have three or more employees must provide training to all employees in Connecticut. (The previous Connecticut law only applied to employers who had 50 or more employees and only required training for supervisors.)
Employers must provide periodic supplemental training that updates all employees on the contents of the sexual harassment training not less than every ten years. From a risk prevention perspective, prudent employers will provide training more frequently. Indeed, EEOC guidelines have indicated that employers should provide employees harassment prevention training periodically and some states require annual or every other year sexual harassment training.
Q: What are the legal remedies for sexual harassment in Connecticut?
Sexual harassment is not only prohibited by employers, but it is also prohibited by state, federal, and, where applicable, local law.
Remedies for Sexual Harassment may include cease and desist orders, back pay, compensatory damages, hiring, promotion or reinstatement. Individuals who engage in acts of sexual harassment may also be subject to civil and criminal penalties.
Q: What are the minimum standards for a Sexual Harassment Prevention policy in Connecticut?
The minimum Sexual Harassment Prevention policy should:
- Prohibit sexual harassment
- Provide examples of prohibited conduct that would constitute unlawful sexual harassment
- Include information concerning the federal and state statutory provisions concerning sexual harassment, remedies available to victims of sexual harassment, and a statement that there may be applicable local laws
- Include a complaint form
- Include a procedure for the timely and confidential investigation of complaints that ensures due process for all parties
- Inform employees of their rights to be compensated or set a situation right. and all available forums for reporting for sexual harassment complaints administratively and judicially
- Clearly state that sexual harassment is considered a form of employee misconduct and that sanctions will be enforced against individuals engaging in sexual harassment and against supervisory and managerial personnel who knowingly allow such behavior to continue
- Clearly state that retaliation against individuals who complain of sexual harassment or who testify or assist in any investigation or proceeding involving sexual harassment is unlawful