On June 18, 2019, Connecticut enacted a new state law, the Time’s Up Act, expanding sexual harassment training requirements for employers with employees working in Connecticut. Employers must now provide two hours of sexual harassment training to all employees in Connecticut, not just supervisors.
Which organizations need to provide training?
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 law applies even to employers that are headquartered out of state. For example, if a company headquartered in Florida has ten employees in Florida and one in Connecticut, the employer must ensure that the one employee in Connecticut receives two hours of sexual harassment training compliant with the Connecticut law.
Who needs to be trained?
All employees and supervisors need to be trained.
How frequently do employees need to be trained?
Employers must provide periodic supplemental training that updates all employees on the contents of the sexual harassment training not less than every ten years. However, 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.
When must employees be trained?
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.
What are the minimum training requirements?
Minimum 2 hours in length
Classroom-like training which includes eLearning
Describing all federal and state statutory provisions prohibiting sexual harassment in the workplace with which the employer is required to comply, including, but not limited to, the Connecticut discriminatory employment practices statute (section 46a-60 of the Connecticut General Statutes) and Title VII of the Civil Rights Act of 1964, as amended (42 U.S.C. section 2000e, and following sections);
Defining sexual harassment as explicitly set forth in subdivision (8) of subsection (a) of section 46a-60 of the Connecticut General Statutes and as distinguished from other forms of illegal harassment prohibited by subsection (a) of section 46a-60 of the Connecticut General Statutes and section 3 of Public Act 91-58;
Discussing the types of conduct that may constitute sexual harassment under the law, including the fact that the harasser or the victim of harassment may be either a man or a woman and that harassment can occur involving persons of the same or opposite sex;
Describing the remedies available in sexual harassment cases, including, but not limited to, cease and desist orders; hiring, promotion or reinstatement; compensatory damages and back pay;
Advising employees that individuals who commit acts of sexual harassment may be subject to both civil and criminal penalties; and
Discussing strategies to prevent sexual harassment in the workplace.
Provide, not later than three months after the employee's start date with the employer, a copy of the information concerning the illegality of sexual harassment and remedies available to victims of sexual harassment to each employee by electronic mail with a subject line that includes the words "Sexual Harassment Policy"
EasyLlama’s online sexual harassment training courses for Connecticut covers the required content and more. Our training also covers not just sexual harassment, but other forms of harassment, discrimination, and retaliation.
For more information visit https://www.ct.gov/chro/cwp/view.asp?a=5019&Q=609536&chroNav=%7C