Some state laws require training to include all forms of harassment based on gender identity, gender expression, and sexual orientation and include practical examples of such harassment and to be provided by trainers or educators with knowledge and expertise in those areas.

• California S.B. 1343 requires that all employers of 5 or more employees provide 1 hour of sexual harassment and abusive conduct prevention training to non-managerial employees and 2 hours of sexual harassment and abusive conduct prevention training to managerial employees once every two years. There is no requirement that the 5 employees or contractors work at the same location or that all workers reside in California. This applies to the total of all workers at all locations and your out of state workers.
• Illinois Senate Bill 75 is a set of amendments to the Illinois Uniform Arbitration Act, the Illinois Human Rights Act (IHRA), and the Victims’ Economic Security and Safety Act.  It also creates the Illinois Workplace Transparency Act and the Hotel and Casino Employee Safety Act.  Most provisions of the law went into effect on January 1, 2020, with elements of the Hotel and Casino Employee Safety Act by July 1, 2020.
• The Connecticut Public Acts 19-16 and 19-93 together enacted the Time’s Up Act of Connecticut.  The Time’s Up Act went into effect on October 1, 2019, and applies to employers with three or more employees.  The law is aimed directly at combating sexual harassment and sexual assault.
• New York Law 96 of 2018, employers with 15 or more employees are required to conduct annual anti-sexual harassment training for all employees.  New York State Law requires that employers of one or more employees must conduct anti-sexual harassment training for all employees. Our online course has been developed to satisfy both the New York State and New York City anti-sexual harassment training requirements.

By what date must employees be trained?