Connecticut Extends Sexual Harassment Prevention Training Deadline to January 1, 2021
Due to the COVID-19 pandemic, Connecticut extended its Sexual Harassment Prevention Training deadline to January 1, 2021.
The Connecticut Time’s Up Act
Connecticut passed the Time’s Up Act in June 2018. The Act expands the state’s Sexual Harassment Prevention Training requirements. Under the new law, employers with three or more employees must provide 2-hours of sexual harassment training to all employees in Connecticut. Likewise, employers in Connecticut of any size must provide 2-hours of sexual harassment training to supervisors.
Connecticut’s Sexual Harassment Prevention Training Deadline
According to the new law, all current employees and supervisors in Connecticut are required to receive sexual harassment prevention training by October 1, 2020. However, given the strains of the COVID-19 pandemic, the Connecticut Commission on Human Rights and Opportunities (CHRO) extended the training deadline to January 1, 2021.
Request for 90-day Extension No Longer Required
Previously, the CHRO allowed employers to request a 90-day extension if they were not able to provide sexual harassment prevention training because of pandemic-related reasons. With the extended training deadline, the CHRO makes clear that employers no longer need to request an extension.
New Hires Must Be Trained Within Six Months
All new employees hired after October 1, 2019, however, must continue to be trained within six months of hire.
Why Clear Law Institute?
Thousands of employers rely on Clear Law Institute to provide online sexual harassment training to their employees across the country because our training:
- Complies with federal law and the laws in all 50 states
- Provides users with the ability to ask questions and have those questions answered
- Is kept up-to-date with any changes in the law at no additional charge
- Utilizes cutting-edge instructional design principles and learning games
- Efficiently tracks who has and who has not completed the training each year, as handled by Clear Law’s Learning Management System. This prevents employers from having to collect and track certificates manually.
