Thousands of employers choose Clear Law Institute’s sexual harassment training.
New employees must receive training within one year of their start date. New employees do not have to be trained until they have been employed continuously for six months.
New supervisors must receive training within one year of becoming a supervisor.
Yes. Employers must retrain all supervisory and nonsupervisory employees every two years.
The Colorado Civil Rights Commission recommends that employers “take all steps necessary to prevent discrimination, including harassment, from occurring, such as … training.” See 3 CCR 708-1, Rule 20.6. See also Civil Rights Division Questions (recommending practices to "avoid a complaint of discrimination, ina
All employees must receive interactive sexual harassment training on the following topics:
The illegality of sexual harassment
The definition of sexual harassment, using examples
The legal remedies and complaint process available to the employee
Directions on how to contact the Department of Labor
The legal prohibition against retaliation
Supervisors must receive the training content outlined above, plus training that addresses the specific responsibilities of a supervisor to prevent and correct sexual harassment, and the legal prohibition against engaging in retaliation.
Clear Law Institute’s interactive online training course, Positive Workplace: Preventing Harassment at Work, includes all of the required content from the Delaware sexual harassment training law.
cluding but not limited to, periodic civil rights protections and responsibilities training…").
Additionally, EEOC guidelines and court decisions from around the country have made clear that employers should provide workplace harassment training to all employees periodically. The training should cover not just sexual harassment, but all forms of unlawful harassment related to federal and state-protected characteristics.
The Colorado Fair Employment Practices Act prohibits discrimination or harassment on the basis of protected characteristics such as age (40+), ancestry, color, creed, disability, gender identity or expression, marriage to a coworker in certain circumstances, national origin, race (including hair texture, hair type, or a protective hairstyle commonly or historically associated with race, such as braids, locs, twists, tight coils or curls, cornrows, Bantu knots, Afros, and headwraps), religion, sex (including pregnancy, childbirth, and related conditions), and sexual orientation.
For more information on Colorado equal employment opportunity requirements, see Colorado DRA Civil Rights Division, Discrimination.
Local ordinances provide broader protections, so you should check the local Civil Rights Commission regulations applicable to your workplace.
Yes, as summarized below:
Required Written Notice:
Employers with at least four employees working in Delaware must distribute a Delaware Sexual Harassment Notice to all new hires, at the time of initial hire. The employer may provide the notice physically or electronically.
The Delaware Department of Labor has published a Delaware Sexual Harassment Notice, contains provides information on the Delaware law prohibition against sexual harassment and retaliation.
Under the Delaware Discrimination in Employment Act, an employer can be held liable for sexual harassment of an employee if:
the employer knew, or should have known, of sexual harassment committed by a non-supervisory employee but failed to take appropriate corrective measures;
a supervisor committed harassment that resulted in a negative employment action of an employee; or
a negative employment action is taken against an employee in retaliation for filing a discrimination charge, participating in an investigation of sexual harassment, or testifying or lawsuit about the sexual harassment of an employee.
Negative employment action means an action taken by a supervisor that negatively impacts an employee's employment status.
Delaware employers can avoid liability for acts of sexual harassment by a non-supervisor if they can prove that:
the employer exercised reasonable care to prevent and correct any harassment promptly, and
the employee unreasonably failed to take advantage of any preventative or corrective opportunities provided by the employer.
For more information on Clear Law Institute’s 50-state compliant online sexual harassment training and workplace harassment training, click here or call 703-372-0550.
Michael Johnson, CEO of Clear Law Institute, is a former U.S. Department of Justice attorney who brought one of DOJ’s first “pattern or practice” sexual harassment cases. He has provided training and consulting on harassment prevention or investigations to organizations around the world, such as the EEOC, the United Nations, and Google. He is a graduate of Duke University and Harvard Law School. Read more about Michael here.