POPULAR TOPICS – SEXUAL HARASSMENT
Preventing Sexual Harassment Training
Stop Workplace Harassment Risks!
Syntrio’s harassment training courses meet mandatory training requirements
6,000+ Organizations Trust Syntrio – You Can Too!
Sexual Harassment Training for the Modern Employer
Preventing sexual harassment training is no longer a choice for modern employers, nor can sexual harassment training be merely completed to comply with mandatory workplace harassment training laws. Workplace harassment in any form is now caused for retention, hiring, and cultural challenges that affect any organization’s efficiency, growth, and profitability.
Especially since the advent of the #MeToo movement in 2018, employees have felt more empowered than ever to speak up about sexual harassment in the workplace. At the same time, it has become difficult to avoid media coverage of the negative impacts of sexual and other workplace harassment on any organization’s employees, culture, brand, and revenues.
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State-Mandated Workplace Harassment Training Laws
Several states have enacted mandatory workplace harassment training laws that require employers to provide sexual harassment training to every single employee every year. Click on each state below to learn more about Syntrio’s sexual harassment training products dedicated to exceeding compliance with mandatory workplace training laws in each state.
From the first state to require mandatory workplace harassment prevention training (Maine) to the most comprehensive employee-centric laws preventing workplace harassment (California), you will also learn about the requirements in that particular jurisdiction.
- California Preventing Sexual Harassment Training Laws
- Connecticut Sexual Harassment Training and Time’s Up Act
- Delaware Anti-Sexual Harassment Training Laws
- Illinois Sexual Harassment Training Laws and Human Rights Act
- Maine Human Rights Act and Sexual Harassment Training Laws
- New York State and New York City Sexual Harassment Training Laws
Click here for an interactive map providing further information on states with mandatory sexual harassment training requirements.
State-Mandated Training Laws for Specific Industries
Washington and Washington D.C. have mandatory preventing sexual harassment training requirements for employees in specific industries. Additionally, at least two U.S. territories (U.S. Virgin Islands and Puerto Rico) have mandatory preventing sexual harassment training requirements. Finally, ten states (Florida, Iowa, Nevada, New Mexico, North Carolina, Oklahoma, Pennsylvania, Tennessee, and Utah) require public-sector employees to receive training on preventing sexual and other workplace harassment.
Eight states (Colorado, Maryland, Massachusetts, New Jersey, Ohio, Rhode Island, Vermont, and Wisconsin) have issued official recommendations directing employers to conduct regular workplace and preventing sexual harassment training sessions.
Overcoming the Multi-State Employer Dilemma
Given that 24 states have either an official recommendation for employers to provide sexual harassment training or a requirement that employers do so, those organizations with employees working in multiple states are frequently left at a loss for what to do to comply with the complicated harassment training requirements in each jurisdiction.
Syntrio realizes that there is often no “one-size-fits-all” approach and that every employer is different. Therefore, we have developed various workplace and sexual harassment training products to meet the needs of every type of employer in any location.
Providing Consistency in Preventing Workplace Harassment Training
Syntrio’s sexual harassment training exceeds compliance with mandatory preventing sexual harassment training laws in states such as California, Connecticut, Delaware, Illinois, Delaware, Maine, New York, Washington D.C., Washington, and others.
And we support employers to offer one sexual harassment training course tailored to the specific needs of their entire workforce, whether they work in one- or many- jurisdictions. Using our “learner selection model” that allows users to select the state(s) they work in, our training complies with the sexual harassment content requirements they are subject to, and the employer verifies the correct selections.
We’ve also dedicated versions of our preventing sexual harassment training courseware for each state with a mandatory sexual harassment training requirement (California, Connecticut, Delaware, Illinois, Maine, and New York). Our workplace harassment training products have different run times to efficiently provide the material to the workforce, matching or reducing seat time where applicable.
“Thanks to the extensive selection and quality of Syntrio’s courses, we know that we will have the training curriculum needed to continue to make Swarovski Optik North America the best place to work for our employees.”
– Chris Porrazzo
Senior HR and Risk Specialist,
Swarovski Optik North America
Engaging Curriculum, Engaged Employees
Every time there’s a change in the workplace harassment laws across our global footprint, we work to keep our preventing sexual harassment courses current and applicable by creating new versions.
By structuring your organization’s sexual harassment training program so that learners never take the same preventing sexual harassment training twice, Syntrio believes employees will be more engaged in the curriculum and more receptive to the time spent on the training. This method aligns with Syntrio’s philosophy that preventing workplace harassment training must go beyond compliance and help improve workplace culture.
Preventing Sexual Harassment Training Improves Organizational Culture
Syntrio became the industry leader in online sexual harassment training by being practical. Our workplace harassment training aligns with Syntrio’s overall philosophy of a Speak Up! and Listen Up! culture that empowers your workforce to report concerns as they arise and help your managers communicate those concerns with care.
Research has proven that a workforce knowledgeable about sexual harassment and unafraid to report incidents is more engaged and loyal to the organization and far more likely to follow the organization’s policies, thereby reducing the risk of incidents of sexual harassment and other types of workplace harassment.