Sexual Harassment Training Requirements Vary Widely By State


In addition to the states of California, Connecticut, and Maine, the state of New York and the city of New York have passed laws that require businesses to provide anti-sexual harassment training to their staff members.

Which wouldn’t be such a bad thing if it weren’t for the fact that it is a headache to have all of these different regulations, particularly when you’re trying to do sex harassment training 2023 for a group of people who are from different regions of the country. This is especially true when you’re trying to do harassment training for a group of people who are from different regions of the country.

Is it the correct time to approve a bill called the “Uniform Harassment Training Act?”

For some reason, sales agents from the states of Illinois and Oklahoma don’t appear to be all that interested in the possibility that you can acquire a cease-and-desist order against someone who has sexually harassed you in the state of Connecticut. This is something that seems to be of interest to sales agents in Connecticut.

In addition, during one of the training sessions that was conducted for multiple states, the trainers ran behind schedule and were forced to skip bathroom breaks because they wanted to ensure that the participants from California received the full two hours of instruction that was required of them. This occurred during a training session that was carried out for multiple states.

Employees should be required to complete training on the topic of “harassment,” and not just “sexual harassment.” There are many other types of harassment, including racial harassment, national origin harassment, disability-based harassment, age-based harassment, and religious harassment. Employers should not be encouraged legally to give short shrift to these types of harassment.

Because there is no acceptable type of harassment, it is the responsibility of the employer to ensure that all kinds of harassment are adequately addressed. Without changing the nature of the activity to make it become a genuine competition instead.

Small Businesses Sometimes Require Different Training And Allowances

If agencies are going to require harassment training for all employers, regardless of company size, as the state of New York has done, then make it easy and cost-free for smaller companies like mom-and-pop stores to comply with the requirement. It’s probable that smaller businesses won’t have the financial means to retain a private HR consultant, much alone an attorney. This is especially true for firms that are just starting out.

Even software specifically intended to operate on computers may often be rather expensive. If you are going to impose these legal requirements on the employers of the smallest businesses, then you should create a bylaw that will provide anti-harassment training to these small businesses and their staff members at little cost.

Make it accessible to clients even when their organizations are closed, since it will increase your chances of gaining repeat business.

“I’m sorry, but I work for myself, and today I have a harassment training session scheduled,” Do not place the trainers in a situation where they will be forced to waste their time by having the people regurgitate legalese to them. The legal definitions of sexual harassment ( are so complex that most people, including laypeople and maybe even some lawyers, find them difficult to understand.

Some Harassment Training Requirements Being Proposed:

  • Demand that the training be interactive, not necessarily with a live instructor but rather with some form of “virtual” back-and-forth discussion amongst the participants in the course.
  • Insist that examples be included in your explanations.
  • Staff employees should be made aware of the procedure for registering complaints about harassment.
  • Give instructions on what should be done to supervisors, managers, executives, and the Board of Directors in the event that they receive a harassment complaint or become aware of harassment in the workplace. The instructions should cover what should be done in the event that they receive a harassment complaint or become aware of harassment in the workplace.
  • Require a component on retribution
  • Consider establishing a rebuttable presumption that an employee did not receive the training if the employer does not have the documentation proving that the employee received the training.
  • This is something that New York City is planning to do, but rather than actually mandating that employers keep documentation of employee training, this is something that could be done. This will serve as an incentive for businesses to keep records, but even if they don’t, employers will still be able to provide further documentation to demonstrate that their workers have completed the required training.
  • Employers will be encouraged to retain records as a result of this.
  • Training on bystander reporting and intervention was recommended by the Equal Employment Opportunity Commission (EEOC), and some legislation might make its completion mandatory.