Guide
Connecticut Sexual Harassment Training Requirements Checklist
Connecticut’s laws require employers to provide sexual harassment prevention training to employees, ensuring a workplace that is knowledgeable and vigilant about preventing harassment. Below is a comprehensive checklist for Connecticut employers to maintain compliance with the state’s training requirements.
closer look
What's Inside
Review Connecticut’s Harassment Legal Framework
Explore Connecticut's legal responsibilities under the Time's Up Act, which requires all companies to provide sexual harassment training to their employees.
Provide Training to All Staff
Make certain that all employees, including supervisory and nonsupervisory, get sexual harassment prevention training.
Ensure Training Meets Legal Requirements
Check that your training program includes the aspects required by Connecticut law, such as the definition of sexual harassment, the legality and illegality of harassment, and victim remedies.
Adhere to Training Timelines for New Hires and Supervisors
Conduct initial training for new staff within six months of their start.
Update Training Programs Periodically
Provide at least 10 years of extra training to ensure that personnel are aware of legal and social developments concerning sexual harassment.
Annually Distribute Harassment Information
On an annual basis, distribute information about the illegality of sexual harassment and the remedies available to victims of sexual harassment to all employees.
Document Training Completion Certificates
Maintain a record of all harassment training sessions for at least three years.
Display Legal Notices Prominently
Post legal notices about the illegality of sexual harassment and the potential remedies in a visible position where all employees can see them.
Confirm Regular Training Updates
Ensure that your training provider constantly updates training to reflect changes in the legislation or regulations.
Offer Training in Employees’ Languages
Ensure that training is delivered in the language spoken by your employees.
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