Sexual harassment training is a form of compliance training common in organizations of all sizes and across industries. This sexual harassment training course aims at preventing workplace sexual harassment in any form, including inappropriate remarks, unwanted physical contact, showing pornographic materials, and demands for sexual favors.
Every supervisor in New York State is required to undergo sexual harassment prevention training pursuant to Section 201-g of the Labor Law. The Department of Labor, in consultation with the Division of Human Rights, has established a model sexual harassment prevention policy. Employers may also use a similar training program that meets or exceeds the minimum standards of the model training.
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Designed by legal professionals to help you deploy easily and meet federal and state sexual harassment training requirements.
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Meets U.S. Federal and NYS requirements for sexual harassment training.
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Employees can take the course according to their schedules and can start & stop as needed.
Includes real-life case studies and examples to illustrate workplace sexual harassment.
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Upon completion of this sexual harassment training for supervisors, you will be able to:
Federal: Fair Employment and Housing Act and Title VII of the federal Civil Rights Act of 1964, FEHA and Title VII statutory provisions and case law concerning the prohibition against and the prevention of retaliation in employment, unlawful sexual harassment, discrimination based on sexual orientation or gender identity, such as lesbian, gay, bisexual, and transgender (LGBT).
To make it easy for you, we’ve provided state-wise sexual harrassment prevention training requirements below along with recommended customizable and ready-to-use training courses.
New York (NYS Division of Human Rights & EEOC)
California(AB 1825, AB 2053 and S.B. 396, S.B 1343)
Connecticut (Connecticut Human Rights and Opportunity Act)
Delaware (Delaware Discrimination in Employment Act)
Illinois (Illinois Human Rights Act)
Maine (Sexual Harassment Training and Education in the Workplace Law)
Alabama, Alaska, Arizona, Arkansas, Colorado, District of Columbia, Florida, Georgia, Hawaii, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, Nevada, New Hampshire, New Jersey, New Mexico, North Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Virginia, Washington, West Virginia, Wisconsin, Wyoming.
On April 11, 2023, New York State Department of Labor (DOL), in consultation with the New York State Division of Human Rights, revised the sexual harassment prevention model policy. Every employer in the state of New York is required to adopt a sexual harassment prevention policy pursuant to Section 201-g of the Labor Law. An employer that does not adopt the model policy must ensure that the policy they adopt meets or exceeds the minimum standards. Employers must keep a record of employees’ training and retain records for three years. Learn more
Starting January 1, 2020, Senate Bill 1343 requires employers with 5 or more employees, including temporary or seasonal employees, to provide at least 2 hours of sexual harassment training to all supervisory employees and at least one hour of sexual harassment training to all nonsupervisory employees, and once every 2 years thereafter, as specified.
Cal. Gov Code §12950. AB 2053 amends Cal. Gov Code §12950 Learn more
Beginning October 1, 2019, employers, regardless of size, must provide 2 hours of sexual harassment training to all employees. All employees hired on or after October 1, 2019, must receive the training within six months of hire.
Conn. Gen. Stat. § 46a-54(15)(B). Conn. Agencies Regs. § 46a-54-204. Learn more
Employers with 4 or more employees, including state and local governments must provide sexual harassment training to all employees within six months of assuming office, and the training must be conducted every two years. It also applies to employment agencies and to labor organizations.
(HB 360) Learn more
Effective January 1, 2020, SB75 requires all employers with 1 or more employees to provide sexual harassment prevention training to all employees and supervisors within the first calendar week of the employee's employment, and on an annual basis thereafter.
Comp. Stat., Chap. 775, § 2-105(B)(5). Learn more
All employers with 15 or more employees who are located in or doing business in the state of Maine must train all employees about sexual harassment within a year of the beginning of their employment.
26 Me. Rev. Stat. § 807(3). Learn more
Not required, but recommended.
The state encourages employers to take any necessary preventative measures against sexual harassment because prevention is the best way to eliminate sexual harassment. Suggested methods include raising the issue, condemning sexual harassment, and discussing employees’ rights in sexual harassment incidents. Learn more
The NY sexual harassment training is a training program that complies with federal and state requirements. Both employees and supervisors at all levels and working in the state of New York are required by statute to undergo this training. Like in the rest of the states, this training aims at helping you avoid the traumas, productivity disruptions, conflict, and business liabilities arising from sexual harassment.
Supervisors working in any organization in the state of New York must take anti-sexual harassment training. It is mandatory in the state for every employer to adopt a sexual harassment prevention policy. Employers are required to provide this training to all supervisors each year. It applies to all employers in New York, regardless of their size.
The revised sexual harassment prevention model policy released on April 11, 2023 places a strong emphasis on gender identity discrimination, remote work, and bystander intervention. The DOL sets forth minimum standards and training that it requires of employers. These minimum standards remain unchanged from 2018. The policy was accompanied by new training materials, including a customizable template, video, and slides, designed to meet the state’s annual training requirements. Learn more.
This course is self-paced and is available as soon as you open your account. You can assign the course to your learners anytime and set its deadline. The course is always available to them, so they can retake it or as required by your policy or state.
As long as your account is active, you can access the course. If you cancel your account, you will lose access to the course.
Yes. You can make changes to the course. If you do make changes, please check Federal and State guidelines to ensure you maintain compliance.
You can administer and manage the course from your ProProfs Training Maker account. You can share the course with your learners using our virtual classroom. Or you may send them an email containing a link to the course.
Yes. Our sexual harassment training course meets all New York training requirements.
There is a placeholder in the course where you can add your company’s harassment policy. You can type in, copy and paste, or even upload files directly into the training course, including: zip, doc, docx, ppt, pptx, pdf, swf, jpg, png, gif, flv, mp4, mp3, and m4v. You can also add your policy to the classroom as a downloadable file.
Yes. ProProfs Training Maker is a complete Learning Management System (LMS). You can create learner groups & group admins, automate reminders, ensure compliance, track all records, integrate with SCORM, xAPI & more. You can create course bundles and learning paths, and access insightful reports & analytics. You can also build your own courses for any other training needs.
Yes, you can pay a one-time annual fee and access the course for a full 12 months. We also have a monthly payment plan to access the course on a month-to-month basis. Remember that your active subscription includes full access to all sexual harassment courses, more than 35 additional training courses, as well as completion certificates, and all training records.
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