As 2019 comes to a close, many organizations may still be scrambling to fit in mandatory annual training, including sexual harassment prevention training. Are you up to speed on what your state requires?
Today we’re going to look at which states require employers to provide anti-harassment training, what size companies are included in those requirements, and why you should provide this type of HR course even if your state doesn’t require it.
Benefits of Providing Sexual Harassment Prevention Training
Providing anti-harassment training in your workplace is considered a best practice, even if your state doesn’t require it by law. You can foster a more positive, respectful workplace by clearly outlining to your employees what is acceptable conduct and what is not appropriate to say or do in the workplace.
While HR compliance training like sexual harassment prevention and workplace violence prevention courses may not sound exciting, these types of courses are key to fostering better communication, increased respect, sensitivity, and inclusion in your workplace. Building a team that enjoys working together increases productivity and reduces the risk of employer liabilities.
Below are the states that have implemented mandatory sexual harassment prevention training:
Deadline: January 1, 2021
If you live in California, you can breathe a sigh of relief! While the original deadline for training was January 1, 2020, under the just signed SB 778, employers with five or more employees now have until Jan. 1, 2021, to complete the mandatory one- or two-hour employee trainings to be compliant.
Employees are required to complete the training within six months of hire or promotion and every two years after.
Deadline: Oct. 1, 2020
Employers with three or more employees must provide at least two hours of training to all employees by Oct. 1, 2020 or within six months of hiring thereafter.
Deadline: January 1, 2020
Employers with 50 or more employees must train new employees within a year of their start date and every two years after that in addition to training current employees before Jan. 1, 2020.
Deadline: January 1, 2020
Employers with 15 or more employees must provide sexual harassment training at least once a year.
Maine was ahead of the curve, enacting mandatory training back in 2017! Employers with 15 or more employees must use a checklist developed by the Maine Department of Labor to train every employee within one year of his or her start date.
Deadline: October 9, 2019.
New York was also an early proponent of sexual harassment training. State-wide, all employers must provide employees an annual, interactive sexual harassment training. In New York City specifically, employers with more than 15 employees must train any employee within 90 days of their hiring.
What to do if you haven’t provided sexual harassment training to your employees yet, and your state requires it?
Take a deep breath and relax. eLearning Brothers has you covered with our Preventing Discrimination & Harassment off-the-shelf training bundle. This course bundle is ready to deliver immediately upon purchase. We even have state-specific courses that comply with each state’s different requirements.
Check out the courses now and schedule your free demo today.
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