In the wake of the #MeToo movement, many states and cities are taking a strong stance against workplace harassment and are stepping up to protect workers’ rights. Stay up-to-date on sexual harassment training requirements across the country with this interactive map. Scroll down to see Namely's compliance solutions in action.
No Training Requirements
*This information is up to date as of 1/1/2020.
Effective Date: January 1, 2021
All employers with five or more employees must provide California-based employees with at least one hour of sexual harassment training. Employees with supervisory responsibilities require at least two hours of training within six months of starting a manager role. Training for all employees, in both managerial and non-managerial roles, must be completed every two years.
Law(s): Wash. Rev. Code § 49.60
Effective Date: January 1, 2020
Washington state takes a unique approach to sexual harassment training. It only requires sexual harassment prevention training in specific industries. As of 2020, employers in retail, hotel, motel, security guard, and property services industries must educate all employees on sexual harassment prevention. All employees who spend the majority of their time alone, such as janitors, security guards, hotel or motel housekeepers, or room service attendants must receive the training.
The Colorado Civil Rights Commission encourages all employers to take the steps necessary to prevent sexual harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment under the act, and developing methods to sensitize all concerned. No employer policy, notice to employees, or posting is specified.
Effective Date: January 1, 2020
All Illinois employers with 15 or more employees must provide annual sexual harassment training to employees. Employers may use the sexual harassment training program developed by the Illinois Department of Human Rights or develop their own that “equals or exceeds the minimum standards provided by the model.”
According to Ohio Admin. Code 4112-5-05, prevention is the best tool for the elimination of sexual harassment. An employer should take all steps necessary to prevent sexual harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment under Chapter 4112 of the Ohio Revised Code and developing methods to sensitize all concerned.
The Maryland Commission on Human Relations encourages employers to take steps to prevent sexual harassment. In deciding the outcome of a sexual harassment case, the agency will favorably consider the preventative steps the employer has taken. To reduce exposure to charges of sexual harassment, employers are encouraged to implement and maintain anti-harassment policies, notify their workforce, and provide training to employees.
Law(s): Del. Code Ann. tit. 19, § 711A
Effective Date: January 1, 2019
All employers with 50 or more employees in Delaware are required to provide interactive sexual harassment training to employees existing employees no later than January 1, 2020. Employees who join the company after January 1, 2020 must receive training within one year of their start date. All employees must be retrained every two years.
Law(s): N.Y. Labor Law § 201-g
Effective Date: April 12, 2018
New York state requires all employers, regardless of size, to train employees annually on sexual harassment prevention. The training requirement also extends to out-of-state employees.
All employees must receive training, regardless of immigration status, including exempt or nonexempt employees, part-time workers, seasonal workers, and temporary workers.
New York City
Law(s): Local Law 96 of 2018
Effective Date: April 1, 2019
All private employers with 15 or more employees in New York City must conduct annual, interactive sexual harassment training for all employees. Full-time and part-time employees who work more than 80 hours a year must receive training after their 90th day of employment.
An employee who received sexual harassment training through one employer is not required to undergo additional training at another employer until the next cycle.
Effective Date: October 1, 2019
All employers with three or more employees must provide two hours of sexual harassment training to all existing employees within one year of October 1, 2019. Employees hired or appointed to a supervisory role after October 1, 2019 must receive training within their first six months with the company or in their new role.
Employers with fewer than three employees are only required to provide training to employees with supervisory duties within one year of October 1, 2019 or within six months of their new role’s start date. However, any employer who provided this training after October 1, 2018, is not required to provide it a second time.
The Vermont Fair Employment Practices Act, located at Vt. Stat. Ann. tit. 21, §§ 495 – 496, encourages employers and labor organizations to take actions including conducting education programs for all new employees within one year of employment, annual trainings for all employees, and additional trainings for managerial employees in regard to sexual harassment prevention training.
Pursuant to Mass. Gen. Laws Ann. ch. 151B, §3A(e), employers and labor organizations are encouraged to conduct an education and training program on the prevention of sexual harassment in the workplace for all new employees and members within one year of employment or membership, which includes, at a minimum, the information in their sexual harassment prevention policy.
The Rhode Island Fair Employment Practices Act prohibits discrimination based on sex, sexual orientation, or gender identity or expression (RI Gen. Laws Sec. 28-5-1 et seq.). Employers with 50 or more employees must adopt a policy against sexual harassment (RI Gen. Laws Sec. 28-51-1).
Effective Date: November 1, 2017
All employers with 15 or more employees must host sexual harassment prevention training for all new employees within their first year of employment.The state requires additional training for supervisory and managerial employees within one year of joining the company or starting in a new position.
Keeping your organization compliant is a critical component of the HR function. However, most HR professionals did not get into people operations to stress about ever-changing regulations and employment laws. Namely offers a comprehensive, end-to-end, people risk management solution that is supported by expert services to help you mitigate the numerous people-centric compliance risks that exist in every midsize organization.