(AB 1825, AB 2053 and S.B. 396, S.B 1343)

Cal. Gov Code §12950. AB 2053 amends Cal. Gov Code §12950 to “also include prevention of abusive conduct as a component of the training and education…”

New in 2018, Senate Bill 396 Chapter 858 requires that anti-harassment training include a portion on harassment-based gender identity, gender expression, and sexual orientation. 

Starting 1 January 2020, Senate Bill 1343 lowers the number of employees to five and includes one hour of training to non-supervisors in the mandate. Training must be provided every two years.

1 January 2020: provide at least one hour of training to all non-supervisory employees within six months of assumption of position.

In the OpenSesame catalog: filter by California Sexual Harassment to find sexual harassment prevention courses that meet these requirements.

(Colorado Civil Rights Commission’s Discrimination Rules)

3 Colo. Code Regs. § 708-1, Rule 80.11(C).

(Connecticut Human Rights and Opportunity Act)

Additionally, all Connecticut employers, regardless of size, are now required to provide sexual harassment training to supervisory employees. This training must be provided by 1 October 2020, or within six months of an employee assuming a supervisory role. 

Training must address state and federal laws prohibiting sexual harassment, definitions, types of conduct that constitutes sexual harassment, and remedies available to victims. This can be elearning if it is possible for employees to ask questions and receive answers.

Conn. Gen. Stat. § 46a-54(15)(B).

Conn. Agencies Regs. § 46a-54-204.

OpenSesame courses that meet the requirements: 

Connecticut Sexual Harassment Training for Supervisors

Preventing Discrimination and Harassment (California and Connecticut – Manager)

Common Ground: Sexual Harassment and Abusive Conduct Prevention (For employees in CT and supervisors in all states except CA)

Existing employees must receive training within one year of the effective date of the statue (1 Jan 2020). New supervisors must receive additional interactive training within one year of the commencement of their supervisory role; existing supervisors must receive training by 1 Jan 2020.

This supplemental training must cover the specific responsibilities of a supervisor in preventing and correcting sexual harassment as well as the legal prohibition against retaliation. These employee and supervisor training programs must be repeated every two years. (HB 360)

House Bill 360

OpenSesame courses that meet the requirements: 

Common Ground: 2019 Sexual Harassment and Abusive Conduct Prevention – Employee Course 

Common Ground: 2019 Sexual Harassment and Abusive Conduct Prevention – Supervisor’s Course (AB1825/AB2053)

(Public Personnel of Florida’s Administrative Code)

Fla. Admin. Code, Tit. tit. 60L, § 21.004.

Florida Commission on Human Relations

(Hawaii Administrative Rules)

Haw. Admin. Rules § 12-46-109(g).

Hawaii Civil Rights Commission

(Illinois Human Rights Act)

• An explanation of sexual harassment.
• Examples of conduct that constitutes unlawful sexual harassment.
• A summary of federal and state statutory provisions, including remedies available to victims of sexual harassment.
• A summary of the responsibilities of employers for prevention, investigation, and corrective measures of sexual harassment.

Additionally, owners of restaurants and bars are now required to provide industry-specific sexual harassment training annually to all employees, available in both English and Spanish.

Ill. Comp. Stat., Chap. 775, § 2-105(B)(5).

Illinois Department of Human Rights

(Executive Order)

Iowa Civil Rights Commission

(Sexual Harassment Training and Education in the Workplace Law)

26 Me. Rev. Stat. § 807(3).

Maine Human Rights Commission

(Maryland Commission on Human Relations)

• Establishing and implementing personnel policies regarding sexual harassers.
• Establishing a complaint process that employees may access if they believe they have experienced sexual harassment.
• Making staff aware of personnel policies, and training staff to recognize and avoid sexual harassment.

Maryland Commission on Civil Rights

(Massachusetts Fair Employment Practice Act)

M.G.L. c. 151B § 3A(e).

(Michigan’s Disability Bias Law)

Act. Mich. Comp. Laws Ann., § 37.1212.

(Nevada Administrative Code)

Nev. Admin. Code ch. 284, s. 496.

(Gaines v. Bellino)

(State Code)

N.M.A.C. 6.60.9.9 (C)(11)

New York

(continued)

• An explanation of what constitutes unlawful or sexual harassment
• Examples of conduct that would be considered unlawful or sexual harassment
• Information on state and federal laws concerning sexual harassment and resources for victims
• Information on employees rights and forums for resolving complaints administratively and judicially

New York State Division of Human Rights

Beginning 1 April 2019, the Stop Sexual Harassment in NYC Act requires all employers located in New York City with more than 15 employees, including interns, to conduct an annual anti-sexual harassment training for all employees, supervisors and managers. Employers in New York City will also be responsible for providing anti-sexual harassment training to new employees, who work more than 80 hours per year, within 90 days of their hiring date.

New York City Council

In the OpenSesame catalog: filter by New York Anti-Harassment to find courses that meet these requirements.

(North Carolina Administrative Code)

25 N.C.A.C. 1J.1101.

(Ohio Administrative Code)

Ohio Adm. Code 4112-5-05(J)(7).

(Oklahoma Fair Employment Practices Act)

Okla. Stat. Tit. 74, § 840.21(F.1); tit. 530, § 10-3-20.

(Executive Order)

4 Pa. Code Sec. 7.595.

(Rhode Island Sexual Harassment, Education, and Training Law)

R.I. Gen. Laws ch. 118,§§ 28-51-2(c), 28-51-3.

(Tennessee State Employees’ Sexual Harassment Law)

Tenn. Code § 4-3-1703.

(Texas Employment Discrimination Law)

Tex. Lab. Code. § 21.010.

(Utah Administrative Code)

Utah Admin Code R477-10-4.

State of Utah Labor Commission

Employee Guide to Workplace Harassment Prevention

(Vermont Fair Employment Practices Act)

Vt. Stat. Ann. tit. 21, § 495h(f).

(Executive Order)