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The End of 2020 Means Deadlines for Mandatory Sexual Harassment Training in Various States

By Christina Niro on November 24, 2020
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COVID-19 has imposed fresh and difficult challenges on employers, including the need to balance new legislative compliance with all that existed before the Year of the Pandemic. Before the end of the 2020 calendar year may be welcomed, however, employers in certain states should remain cognizant of approaching sexual harassment training deadlines. Although sexual harassment training is now mandated by statute in eight states (including the District of Columbia for specific industries), only one of these states – Connecticut – has temporarily extended the time to comply with its training mandates (currently February 9, 2021). The December 31, 2020 deadline for Illinois and New York (annual training) and the January 1, 2021 deadline for California remain in place.

Although each state has its own requirements regarding the duration, frequency, content, format and method (i.e. in-person) of anti-harassment training, as well as recordkeeping and other obligations, employers in all states are cautioned that effective sexual harassment training involves more than a checklist of definitions conveyed via PowerPoint slides. Training should promote interactivity and participation (including an opportunity for Q&A) while also providing examples, educating employees on the employer’s specific reporting process, and raising awareness regarding the different forms of harassment and the consequences of misconduct. Workplace culture topics, including diversity and inclusion and unconscious bias, should also be explored via an easily accessible online/mobile platform, given many employees’ current work from home arrangements.

Photo of Christina Niro Christina Niro

Christina advises and represents employers in a broad range of employment law matters, from discrimination, retaliation, and harassment, to cases involving contract disputes, restrictive covenants, trade secret misappropriation and unfair competition. She has litigated and tried cases in state and federal courts and…

Christina advises and represents employers in a broad range of employment law matters, from discrimination, retaliation, and harassment, to cases involving contract disputes, restrictive covenants, trade secret misappropriation and unfair competition. She has litigated and tried cases in state and federal courts and various administrative agencies. Christina also provides employers of all sizes with day-to-day preventive counseling on wage and hour issues, employee discipline, litigation prevention strategies, employee handbook and policy development, and adherence to federal and state family and medical leave laws. Christina also conducts EEO training to help employers understand, prevent and correct discrimination in the workplace.

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  • Posted in:
    Employment & Labor
  • Blog:
    Labor & Employment Law Navigator
  • Organization:
    Frantz Ward LLP
  • Article: View Original Source

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