In HR, training is typically part of a good faith effort defense as opposed to a requirement under federal law.
Often, the Equal Employment Opportunity Commission (EEOC) will check for evidence of training first when a complaint is filed. Thus, any complaints that fall under the EEOC’s charge, such as any form of discrimination (age, disability, race, gender, etc.), would be essential topics for training and policy development.
While sexual harassment training isn’t required at the federal level yet, several states have laws on the books. The chart below is a summary of state-specific sexual harassment HR training requirements and is not intended to be all-inclusive.
For J. J. Keller’s sexual harassment training, click here.
| State |
Covered Employees |
Length |
Frequency |
| California |
Those with 5 or more employees (this count includes temporary, seasonal, migrant, or agricultural workers as well as non-California-based employees, independent contractors, volunteers, or unpaid interns).
Note: An employer is required to train its California-based employees so long as it employs 5 or more employees anywhere, even if they do not work at the same location and even if not all of them work or reside in California.
|
1 hour for employees
2 hours for supervisors
|
Every 2 years
|
| Connecticut |
All employers must train supervisors; those with 3 or more employees must train all employees and supervisors.
|
2 hours
|
Every 10 years
|
| Delaware |
Those with 50 or more employees working in Delaware (including seasonal and temporary employees).
|
Not specified
|
Every 2 years
|
| Illinois |
All employers.
|
Not specified
|
Annually
|
| Maine |
Those with 15 or more employees.
|
Not specified
|
Every 2 years
|
| New York |
All employers.
|
Not specified
|
Annually
|
This chart is a summary of state-specific sexual harassment HR training requirements and is not intended to be all-inclusive.
