Harassment Training Requirement Guide

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2070

You might be wondering what the legal requirements for harassment training are. One case involving an employer’s failure to provide proper education was the case of Jones v. Dr. Pepper Snapple Group. While Jones was a temporary employee, the case demonstrates the importance of abuse prevention training.

State laws require employers to provide abuse education to their employees. Here are some examples of abuse education requirements, so read on to learn more. This article will highlight some of the benefits of abuse education and why it is necessary.

Online sexual harassment training

All employees should receive sexual abuse education in the first 90 days of employment, as required by the law. This education must include bystander intervention, the proper use of a panic button, and record-keeping requirements.

By law, employers must provide this education to all employees by January 1, 2020, or January 1, 2021, depending on the type of employer. If you are interested in providing sexual abuse education, contact your local government office in charge or such matters for a customized solution. Everyone’s different as are their needs for education on the matter.

The cost of some of these programs is largely up to the business owner’s judgment, but make sure they have customer support agents that are available for virtual calls, which allows them to respond to questions and offer assistance. Overall, these programs are a solid choice for those who are committed to ensuring the safety of their employees.

State laws requiring harassment training

Increasingly, states are requiring their employees to participate in abuse education for the good of all mankind. New York, Connecticut, and Delaware all have laws mandating that employers offer abuse prevention education to employees. Depending on the state, these laws cover certain types of employers and deadlines. The education requirements vary between states, so it is important to review the specific requirements of your state.

The law in California requires employers to provide sexual abuse prevention education to all supervisors and nonsupervisory at least once every two years. Regardless of the size of your business, you should provide education for all of your employees and supervisors.

As a general rule, employers with three or more employees are required to provide sexual abuse prevention education to all supervisory employees. Supervisors and new employees must attend at least two hours of education per federal law (https://www.eeoc.gov/harassment). In addition, new employees should attend the education program within six months of starting their position.

AB1825 (the California law) was passed in 2005 and has paved the way for state-level laws on sexual abuse. AB1825 set the stage for state-level legislations that further define the definition of abuse and stipulate mitigation requirements.

Maine employers must provide sexual abuse prevention education to their employees. Maine requires employers with 15 or more employees to offer education. Additionally, managers and supervisors must undergo additional education within one year of joining the company. To learn more, visit HRK.com/Maine abuse education requirements.

Employers that have 15 or more employees are required to provide sexual abuse prevention education. It is mandatory for private employers with 15 or more employees to conduct interactive education to protect employees from sexual abuse. In New York City, employers must provide sexual abuse education to new employees as soon as they start working for them.

Benefits of online harassment training

The convenience of online training is another benefit of online harassment prevention. Its self-paced format accommodates the needs of each individual learner. While fast learners may finish education material quickly, slower learners can take their time and retain more information.

In addition, online courses allow employees to learn how they prefer, whether it’s through reading, watching a harassment training video, or using a combination of all three. Another benefit of online sexual abuse education is that there’s no need to coordinate the education sessions of an entire department.

Online training allows managers to monitor progress easily and keep records of employees who have completed the course. This type of education also provides a safe and confidential platform for victims to share their stories without fear of embarrassment. While sexual abuse has become a significant problem in the workplace, it is also a growing concern for American workers.

Several organizations have implemented internal programs to educate their workforce on the subject. Increasing awareness of sexual abuse among American workers has also led to the growing popularity of online education courses. The benefits of online abuse prevention training are clear and tangible.

Whether an education is conducted annually or on a recurring basis, it should relate to the workplace and your employees. When it comes to engaging audiences, storytelling is one of the most effective tools. While avoiding identifying specific employees, a story tells a story that captures the audience’s attention from start to finish.

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