Connecticut-Harassment
Summary of requirements:
Employers in Connecticut with more than 3 employees must provide sexual
harassment training to all employees & all employers must provide training to
supervisors.
What changed:
Regulations originally applied only to companies with >50
employees and training was only required for supervisors. Substitute Senate Bill 3
(identified as Public Act 19-16) passed on June 18, 2019 and is effective October 1, 2019
expanding training requirements.
Relevant Connecticut laws7:
Conn. Gen. Stat 46a-54(15); CHRO; Conn. Agencies Regulations
46a-54-200-207; Connecticut SB 3 (2019);
What companies must provide training?
All employers1 of any size must provide sexual
harassment training to their supervisors in Connecticut. Employers that have three or more
employees must provide training to all employees in Connecticut.
Who must be trained:
All employees2 and supervisors3. (appears
to include part-time workers)
How frequently must employees be trained
Every 10 years. It is recommended that refresher training be
provided every three years4
When must employees be trained:
Supervisors must be trained within 6 months of assumption of
supervisory role. New employees hired after October 1, 2019 must be trained within six
months of hire. All current employees must be trained by February 9, 20215.
Minimum training requirements:
- 2 hours in length
- Classroom-like training which includes eLearning6
- Describing all federal and state statutory provisions prohibiting sexual
harassment in the work place with which the employer is required to comply,
including, but not limited to, the Connecticut discriminatory employment practices
statute (section 46a-60 of the Connecticut General Statutes) and Title VII of the
Civil Rights Act of 1964, as amended (42 U.S.C. section 2000e, and following
sections);
- Defining sexual harassment as explicitly set forth in subdivision (8) of
subsection (a) of section 46a-60 of the Connecticut General Statutes and as
distinguished from other forms of illegal harassment prohibited by subsection (a) of
section 46a-60 of the Connecticut General Statutes and section 3 of Public Act
91-58;
- Discussing the types of conduct that may constitute sexual harassment under the
law, including the fact that the harasser or the victim of harassment may be either
a man or a woman and that harassment can occur involving persons of the same or
opposite sex;
- Describing the remedies available in sexual harassment cases, including, but not
limited to, cease and desist orders; hiring, promotion or reinstatement;
compensatory damages and back pay;
- Advising employees that individuals who commit acts of sexual harassment may be
subject to both civil and criminal penalties; and
- Discussing strategies to prevent sexual harassment in the work place.
- Provide, not later than three months after the employee's start date with the
employer, a copy of the information concerning the illegality of sexual harassment
and remedies available to victims of sexual harassment to each employee by
electronic mail with a subject line that includes the words "Sexual Harassment
Policy"
Training may also include, but is not limited to, the following elements:
- Informing training participants that all complaints of sexual harassment must be
taken seriously, and that once a complaint is made, supervisory employees should
report it immediately to officials designated by the employer, and that the contents
of the complaint are personal and confidential and are not to be disclosed except to
those persons with a need to know;
- Conducting experiential exercises such as role playing, coed group discussions and
behavior modeling to facilitate understanding of what constitutes sexual harassment
and how to prevent it;
- Teaching the importance of interpersonal skills such as listening and bringing
participants to understand what a person who is sexually harassed may be
experiencing;
- Advising employees of the importance of preventive strategies to avoid the
negative effects sexual harassment has upon both the victim and the overall
productivity of the work place due to interpersonal conflicts, poor performance,
absenteeism, turnover and grievances;
- Explaining the benefits of learning about and eliminating sexual harassment, which
include a more positive work environment with greater productivity and potentially
lower exposure to liability, in that employers-and supervisors personally-have been
held liable when it is shown that they knew or should have known of the
harassment;
- Explaining the employer's policy against sexual harassment, including a
description of the procedures available for reporting instances of sexual harassment
and the types of disciplinary actions which can and will be taken against persons
who have been found to have engaged in sexual harassment; and
- Discussing the perceptual and communication differences among all persons and, in
this context, the concepts of "reasonable woman" and "reasonable
man" developed in federal sexual harassment cases.
Change perspectives. Achieve compliance. Elevate culture.
Over 15,000 organizations
depend on Kantola
"World Class" Net Promoter Score
( How does this compare? )
We have a co-development
partnership with Littler
World's largest labor and employment practice
A CO-DEVELOPMENT PARTNERSHIP
Distributed by the Society
for Human Resource Management
World's largest HR professional society with
over
300,000 members
DISTRIBUTED BY
See the difference yourself.
Once you experience our training, you won't want to train with
anything else. That's why we make it so easy to preview our courses and encourage you to
look at our competitors We look forward to partnering with you.
- ““employer” includes the state and all political subdivisions
thereof, including the General Assembly, and means any person or employer with three
or more persons in his employ”
- “"employee" means any individual employed by an employer,
including an individual employed by such individual's parent, spouse or
child”
- “Supervisory Employee means any individual who has the authority, by using
her or his independent judgement, in the interest of the employer, to hire,
transfer, suspend, lay off, recall, promote, discharge, assign, reward or discipline
other employees, or responsibility to direct them, or to adjust their grievances or
effectively to recommend such actions.”
- “While not required by these regulations, the Commission encourages an
employer having fifty (50) or more employees to provide an update of legal
interpretations and related developments concerning sexual harassment to supervisory
personnel once every three (3) years.”
- “If an employee has received such training since October 1, 2018, he or she
is not required to receive the training again.”
- ”Thus, the Commission concludes that so long as an e -learning program
otherwise satisfies the statutory and regulatory requirements set forth at CONN.
AGENCIES REGS. § 46a-54-204(c)(1) and ((2), and provides an opportunity for
students to ask questions and obtain answers in a reasonably prompt manner, then
such a program does comply with our statutes and regulations”
-
Conn. Gen.
Stat 46-54(15) stands for Connecticut General Statutes, Title 46a - Human
Rights, Chapter 814c - Human Rights and Opportunities, Section 46a-54(15), and
describes the overall sexual harassment training requirement. Commission on Human
Rights and Opportunities (CHRO) interepts and enforces relevant statues and lays out
the relevant regulations. Conn.
Agencies Regulations 46a-54-200-207 is the resulting sexual harassment
training regulations (provides more details). Substitute
Senate Bill 3 (identified as Public Act 19-16) replaced the original Section
46a-54 of the General Statutes lowering the employer size thresholds and requiring
all employees to be trained.
The above should not be viewed as legal advice and we
always recommend speaking to your legal counsel where you have specific legal questions.
|