Sexual harassment training is a form of compliance training designed to raise awareness about sexual harassment in the workplace and provide information on how to prevent and address it. This sexual harassment training course is aimed at preventing workplace harassment in any form, including inappropriate remarks, unwanted physical contact, showing pornographic material, and demands for sexual favors.
Strengthen the understanding of the topic with relatable scenarios designed to raise awareness, engagement, and retention of learners.
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 Delaware requirements for sexual harassment training.
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Employees can take the course on their schedule and can start and stop as needed.
Includes real-life case studies and examples to illustrate workplace sexual harassment.
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Issue certificates to course participants on successful completion of a training program.
Round-the-clock email, phone, and live chat support.
Upon completion of this course, learners 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).
Delaware (Delaware Discrimination in Employment Act)
Connecticut (Connecticut Human Rights and Opportunity Act)
California(AB 1825, AB 2053 and S.B. 396, S.B 1343)
Illinois (Illinois Human Rights Act)
Maine (Sexual Harassment Training and Education in the Workplace Law)
New York (New York State Division of Human Rights)
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.
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
Watch : What Are the Delaware Sexual Harassment Training Requirements?
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
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
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
Beginning October 9, 2018, all private and public employers in the state of New York are required to conduct annual anti-harassment training for all employees and distribute a written anti-harassment policy.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
Delaware sexual harassment training is a sexual harassment training program for the state of Delaware. It complies with House Bill 360 (HB360), which provides protection to employees against sexual harassment under the Delaware Discrimination in Employment Act (DDEA). Both supervisors and non-supervisory employees are required to undergo this training. The Delaware Department of Labor is the enforcement authority of the law.
Administering sexual harassment training is easy with a ready-to-use course and a learning management system to deliver it. All you need to do is pick the sexual harassment training course for your state from ProProfs library. Alternatively, if you like, you can customize a course with your branding, company harassment policy, and make any changes you wish to. Next, you can simply upload a spreadsheet containing a list of learners or add them one by one. At ProProfs, you can do an automated sync with your HRIS. Take a look at this easy guide to learn How to Conduct Sexual Harassment Training.
As many as they want. Your account comes with 100+ ready-to-use courses including DEI, sexual harassment, OSHA, HIPAA & many more. There is no charge per course.
There are many options. You can bulk-upload contacts from spreadsheets, send email links to learners for self-enrollment, or connect ProProfs with your HRIS, which auto-syncs your contact database. Here’s a quick guide to learn How to Bulk-Import Contacts in ProProfs LMS.
Yes, LGBTQIA+ employees are protected from workplace sexual harassment, just like all other employees. The Equal Employment Opportunity Commission, EEOC, has said that workplace harassment because of an employee's gender identity or expression is sexual harassment. Harassment that happens because someone doesn’t fit traditional gender stereotypes of masculinity or femininity is a type of sexual harassment. Workplace harassment against LGBT people is always rooted in other people's belief that they are not acting how a woman or man "should" act, therefore making it sexual harassment.
It is unlawful to harass a person because of that person's sex, including the person's sexual orientation, gender identity, or pregnancy. Learn More
The amended sexual harassment training law in Delaware, which became effective on January 1, 2019, requires employers to provide sexual harassment training to all employees every two years. The new legislation mandates that employers in both public or private sectors with 50 or more employees must provide the training. Among others, the law requires that the training must be interactive and include a broad definition of sexual harassment with examples, as well as the legal remedies available for victims. Read more here.
The Delaware sexual harassment training law brings both supervisors and non-supervisory employees under its ambit. It includes full-time employees, part-time employees, seasonal employees, and interns. Further, individuals who are based in another state but work a portion of their time in Delaware must undergo the training. However, job applicants, independent contractors, and those employed for less than six months are not required to take the training.
This course is self-paced, and is available as soon as you open your account. You can assign the course to your employees anytime, and you can set deadlines for them. The course is always available to you, so you can require employees to take it again or as required by your policy or state (e.g. every two years).
As long as your account is active, you can access the course. If you cancel your account, you will lose access to the course.
You can archive the user if they leave your organization. The reports would remain intact, and it would free up the license so you can now train a new employee without any additional cost.
Yes. You can make any changes to the course, such as adding your logo, company information, or custom content. If you do make changes, please check federal and state guidelines to ensure you maintain compliance.
You will be able to administer and manage the course from your ProProfs Training Maker account. You can share the course with your employees using our Classroom feature. Or you may send them an email containing a link to the course if you prefer. Your employees can access the course via phone, tablet, or desktop. You can set up groups and automate course notifications & reminders.
There is a placeholder location 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, 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 automate reminders, ensure compliance, track all records, create groups and group admins, integrate with SCORM, xAPI, and more. You can create course bundles and learning paths, and access insightful reports and analytics. You can also build your own courses for any other training needs.
The course completion and pending reports are automatically generated in your account. You can share access to these reports easily within your company. You can also use these reports to send reminders to improve completion.
You can pay a one-time annual fee and access the course for a full 12 months. We also have a monthly payment program that allows you 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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