Learning Objectives

In this course we will cover:

♦ A summary of relevant federal and state statutory provisions concerning sexual harassment

♦ Definitions and explanations of sexual harassment prohibitions affecting the workplace under federal and Connecticut State law

♦ Examples of the many types of conduct that may constitute unlawful sexual harassment under the law

♦ Remedies available to victims of sexual harassment and/or sexual assault

♦ Employee liability and penalties for sexual harassment in Connecticut

♦ Employer responsibilities around the prevention, investigation, and correction of unlawful harassment

A butterfly in hand illustrates responsibility

We also want to cover:

♦ Employee strategies for preventing unlawful harassment

♦ Protection against retaliation / “whistleblower” protections

♦ The benefits of a harassment-free workplace

The Sexual Harassment Prevention part starts NOW.

What You Need to Know as You Start This Course

As you complete this course, you will want some information specific to your organization.

Required Training Solutions technical FAQs

If you did not have this information, you could always request it from your supervisor or Human Resources representative.

You can start the course without having this information in hand, but you may want to refer to it in later sections.

Here’s the list:

All Employees Should Know/Have:

Z

A copy of your organization’s policy on sexual harassment.

This may be contained in an employee handbook or referenced as a separate document.

Z

In this course, we’ll talk about what this policy contains, because we know what the requirements are for sexual harassment policies to have at a minimum.

Z

However, your organization’s policy can contain more than just the minimum requirements. So, you’ll want to know what’s in there.

Z

The name or contact details of person(s) in your organization to whom any employee may approach with questions on the organization’s sexual harassment policy.

Z

The name and contact details of persons in your organization to whom any employee may approach to report a failure to act on a report of sexual harassment or sexual assault, or to report a retaliation against someone participating in the complaint process.

Z

In many organizations, this contact person(s) is/are the same as those listed for questions on the sexual harassment policy, above.

Supervisors Should Know:

Z

The name or contact details of the designated person(s) in your organization, such as a human resources manager, to whom a supervisor must report any claims of misconduct.

Z

Learning Objectives

In this course we will cover:

♦ A summary of relevant federal and state statutory provisions concerning sexual harassment

♦ Definitions and explanations of sexual harassment prohibitions affecting the workplace under federal and Connecticut State law

♦ Examples of the many types of conduct that may constitute unlawful sexual harassment under the law

♦ Remedies available to victims of sexual harassment and/or sexual assault

♦ Employee liability and penalties for sexual harassment in Connecticut

♦ Employer responsibilities around the prevention, investigation, and correction of unlawful harassment

We also want to cover:

♦ Employee strategies for preventing unlawful harassment

♦ Protection against retaliation / “whistleblower” protections

♦ The benefits of a harassment-free workplace

The Sexual Harassment Prevention part starts NOW.

What You Need to Know as You Start This Course

As you complete this course, you will want some information specific to your organization.

If you did not have this information, you could always request it from your supervisor or Human Resources representative.

You can start the course without having this information in hand, but you may want to refer to it in later sections.

Here’s the list:

All Employees Should Know/Have:

A copy of your organization’s policy on sexual harassment.

This may be contained in an employee handbook or referenced as a separate document.

In this course, we’ll talk about what this policy contains, because we know what the requirements are for sexual harassment policies to have at a minimum.

However, your organization’s policy can contain more than just the minimum requirements. So, you’ll want to know what’s in there.

The name or contact details of person(s) in your organization to whom any employee may approach with questions on the organization’s sexual harassment policy.

The name and contact details of persons in your organization to whom any employee may approach to report a failure to act on a report of sexual harassment or sexual assault, or to report a retaliation against someone participating in the complaint process.

In many organizations, this contact person(s) is/are the same as those listed for questions on the sexual harassment policy, above.

Supervisors Should Know:

The name or contact details of the designated person(s) in your organization, such as a human resources manager, to whom a supervisor must report any claims of misconduct.

In many organizations, this contact person(s) is/are the same as those listed above.

Ready to move forward in the course?

First, tap or click the Understood check mark button in the center windowsill.

Next, tap or click the Next Lesson right arrow in the right windowsill.

Ready to move forward in the course?

First, tap or click the Understood check mark button in the center windowsill.

Next, tap or click the Next Lesson right arrow in the right windowsill.