2024 sexual harassment training requirements by state

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Alabama

Updated November 13, 2023

Training is not required, however employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the Alabama State Board of Human Resources.

Alaska

Updated November 13, 2023

Training is not required, however employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the Alaska State Commission for Human Rights.

Arizona

Updated November 13, 2023

Training is not required, however employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the Civil Rights Division of the Arizona Attorney General’s Office.

Pamphlet on Civil Rights

Arkansas

Updated November 13, 2023

Training is not required, however employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

For more information

California

Updated November 13, 2023

Harassment training required. Employers with five or more employees must train all employees and supervisors within six months of their start date, and then retrain every two years. An employer who has provided this training and education to an employee is not required to provide refresher training and education again until two years thereafter.

What’s required:

Supervisory employees

• Must complete at least two hours of classroom or other interactive training and education on sexual harassment prevention and abusive conduct prevention. New supervisory employees must be trained within six months of their assumption of a supervisory position.
• Every two years, supervisors must receive two hours of training.

Nonsupervisory employees

• Must complete at least one hour of classroom or interactive training and education. New nonsupervisory employees must be trained within six months of their hire.
• Temporary and seasonal employees – or any employee hired to work less than six months – must also be trained within 30 calendar days after their hire date or within 100 hours worked, whichever comes first.
• Every two years, non-supervisory employees must receive one hour of training

This training must explain:

• The definition of sexual harassment under the Fair Employment and Housing Act and Title VII of the federal Civil Rights Act of 1964
• The statutes and case-law principles prohibiting and preventing sexual harassment
• The types of conduct that can be sexual harassment
• The remedies available for victims of sexual harassment
• Strategies to prevent sexual harassment
• Supervisors’ obligation to report harassment
• Practical examples of harassment
• The limited confidentiality of the complaint process
• Resources for victims of sexual harassment, including to whom they should report it
• How employers must correct harassing behavior
• What to do if a supervisor is personally accused of harassment
• The elements of an effective anti-harassment policy and how to use it
• The definition of abusive conduct under Government Code section 12950.1, subdivision (g)(2)

Recordkeeping

• Employee training records must be kept for a minimum of two years by employers

Finally, any training must include questions that assess learning, skill-building activities to assess understanding and application of content, and hypothetical scenarios about harassment with discussion questions.

More information is available from the Civil Rights Department (CRD) of California.

Colorado

Updated November 13, 2023

Harassment training is not required, however, it is highly recommended. Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from Colorado’s Civil Rights Department

Colorado Code of Conduct

Connecticut

Updated November 13, 2023

Harassment training required.

• Employers must provide a new employee with information regarding the illegality of sexual harassment and remedies available to victims
• Employers of all sizes must provide at least two hours of sexual harassment training to supervisors
• Employers with three or more employees must provide at least two hours of training to all employees within six months of hiring
• Employers must also provide periodic additional training not less than every ten years

More information is available from Connecticut’s Commission on Human Rights and Opportunities.

District of Columbia

Updated November 13, 2023

Training required only if employees are tipped. This training must be developed by the D.C. Office of Human Rights (OHR) or presented by an OHR-certified provider.

• New tipped employees must receive this training within 90 days of employment unless they have received training within the past two years. This training can be in-person or online.
• Owners, operators, and managers must receive training every two years.
  • In-person training is required for all managers.
  • All owners and operators can attend training in-person or online.
• Employers with tipped employees must also create and distribute a sexual harassment policy and post it in a conspicuous place.

More information is available from the Council of the District of Columbia.

Delaware

Updated November 13, 2023

Employers with 50 or more employees must provide interactive training and education on the prevention of sexual harassment. Employers must train new employees, including supervisors, within a year of their start date and every two years after that. Exceptions are:

• Applicants
• Independent contractors
• Employees employed for less than six months continuously
• Employees employed by employment agencies (the employment agency is responsible for training their employees)

The training must cover:

• The illegality of sexual harassment
• Definition of sexual harassment with examples
• Legal remediation and compliant process
• Direct employees on how to contact the Delaware Department of Labor
• The legal prohibition against retaliation

Special training for supervisors must include:

• The specific responsibilities of a supervisor regarding preventing and correcting sexual harassment
• An explanation that retaliation is unlawful and prohibited

Format

• Training must be interactive

More information is available from the Delaware General Assembly.

Florida

Updated November 13, 2023

No training is required for private-sector employees, but it is highly recommended. Training on affirmative action and equal opportunity, including sexual harassment training, is required for all supervisors in Florida government executive branch agencies.

More information is available from Florida’s Commission on Human Relations.

Georgia

Updated November 13, 2023

Training is not required, but it is recommended.

Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the Georgia Commission on Equal Opportunity.

Hawaii

Updated November 13, 2023

Training not required, but encouraged. The state encourages employers to take any necessary preventative measures against sexual harassment. Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Inform employees of their right to raise the issue of sexual harassment
• Inform employees of how to report sexual harassment
• Take any other steps necessary to prevent sexual harassment from occurring.

More information is available from Hawaii’s Department of Labor and Industrial Relations.

Idaho

Updated November 13, 2023

Training is recommended but not required. The Idaho Human Rights Commission states: Effective policies and employee training can go a long way towards discouraging improper conduct before it becomes serious enough to violate the law.

More information is available from Idaho’s Human Rights Commission.

Illinois

Updated November 13, 2023

All employers must provide this training at least once a year, with recordkeeping. Additional training required for restaurants and bars. The Department of Human Rights will develop and adopt a sexual harassment training program, which all employers will use, unless they establish another that “equals or exceeds the minimum standards provided by the model.”

The training must include:

• The definition of sexual harassment
• Examples of conduct that constitute unlawful sexual harassment
• A statement that it is the employer’s responsibility to prevent, investigate, and address sexual harassment
• A summary of federal and state laws addressing sexual harassment, including available remedies for victims of harassment

Additional requirements for restaurants and bars

The law requires all bars and restaurants to provide employees a written sexual harassment policy in English and Spanish within the first calendar week of employment, and supplemental training in English and Spanish.

The policy must include:

• A prohibition on sexual harassment
• The definition of sexual harassment
• Details on how an individual can report an allegation of sexual harassment internally, including options for making a confidential report to a manager, owner, corporate headquarters, human resources department, or other internal reporting mechanism that may be available
• An explanation of the internal complaint process available to employees
• How to contact and file a charge with the Illinois Department of Human Rights (IDHR) and the U.S. Equal Employment Opportunity Commission
• A prohibition on retaliation for reporting sexual harassment allegations
• A requirement that all employees participate in sexual harassment prevention training

Recordkeeping

Employers must report to the IDHR the number of adverse judgments or administrative rulings involving sexual harassment and unlawful discrimination on a yearly basis.

More information is available from the Illinois General Assembly.

Illinois – City of Chicago

All employers in Chicago must provide training to employees:

• Minimum of one hour of sexual harassment prevention training
• Minimum one hour of bystander training
• Anyone who supervises or manages employees must receive a minimum of two hours of sexual harassment prevention training
• Training is to be completed annually and must be provided to employees within the first calendar week of employment

The training must include:

• Examples of prohibited conduct that constitute sexual harassment
• Statement that retaliation for reporting sexual harassment is illegal in Chicago
• An individual’s options for reporting a sexual harassment allegation, including instructions on how to make a confidential report, with an internal complaint form, to a manager, employer’s corporate headquarters, human resources department, or another internal reporting mechanism.

Recordkeeping

Employers must maintain, for least five years, or for the duration of any claim, civil action, or investigation pending pursuant to this section, whichever is longer, a record of the employer’s written policy document prohibiting sexual harassment and trainings given to each employee, and records necessary to demonstrate compliance with this chapter.

• More information is available from the City of Chicago Commission on Human Relations.
• In addition, resources are available from the Illinois Department of Human Rights.

Indiana

Updated November 13, 2023

Training is not required, but is recommended.

Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from Indiana’s Civil Rights Commission.

Iowa

Updated November 13, 2023

No training is required for private-sector employees. However, Iowa’s Civil Rights Commission strongly recommends that all employers take measures to prevent incidents from occurring in the workplace, per Equal Employment Opportunity Commission guidelines. This may include:

• Affirmatively raising the subject
• Communicate that it is not acceptable in the workplace
• Creating methods for training employees and handling complaints

All state government agency employees must attend affirmative action, cultural diversity, and sexual harassment prevention training.

More information is available from Iowa’s Civil Rights Commission.

Kansas

Updated November 13, 2023

No training is required for private-sector employees, but is recommended. Employees and interns of Kansas executive government agencies must take annual sexual harassment training. The Kansas Human Rights Commission provides an online harassment training program on its website.

More information is available from the Kansas Human Rights Commission.

Kentucky

Updated November 13, 2023

No training is required for private-sector employees. State employees receive sexual harassment training once every two years.

More information is available from the Kentucky Commission on Human Rights.

Louisiana

Updated November 13, 2023

The state requires all state employees to receive one hour of harassment training each year, and supervisors must receive additional training. No training is required for private-sector employees.

More information is available from the Louisiana Commission on Human Rights.

Maine

Updated November 13, 2023

Harassment training required. Employers with 15 or more employees must use a checklist developed by the Maine Department of Labor in developing the sexual harassment training program, with recordkeeping. They must use this checklist to train every employee within one year of his or her start date. They must also offer additional training to managers and supervisors, and post in a prominent and accessible location their sexual harassment policy.

Compliance checklist

The Maine Department of Labor provides a mandatory compliance checklist for employers covering the education and training requirements. Employers must use this checklist to develop a sexual harassment training program and must keep a record of the training, including a record of employees who have received the required training for at least three years. Records must be made available for departmental inspection upon request.

The training for all employees must include:

• The illegality of sexual harassment
• The definition of sexual harassment under the Maine Human Rights Law and federal law
• A description of sexual harassment, using examples
• The internal complaint process available to the employee
• The legal recourse and complaint process available from the Maine Human Rights Commission
• Directions on how to contact the commission
• Information about retaliation protections

Additional training for supervisory and managerial employees must include:

• The specific responsibilities of supervisory and managerial employees
• Actions that supervisory and managerial employees must take to ensure immediate and appropriate corrective action in addressing sexual harassment complaints

Recordkeeping

• Employers must keep a record of the training, including employees receiving the training
• Employers must maintain training records for at least three years

Workplace posting

An employer is required to post in a poster in a prominent and accessible location in the workplace that includes:

• The illegality of sexual harassment
• A description of sexual harassment, with examples
• The complaint process available through the Maine Human Rights Commission
• Directions on how to contact the commission

Employee notification

Employers are required to annually provide all employees with individual written notice that includes the following:

• A statement about the illegality of sexual harassment
• The definition of sexual harassment under state law
• A description of sexual harassment, utilizing examples
• The internal complaint process available to the employee
• The legal recourse and complaint process available through the Maine Human Rights Commission
• Directions on how to contact the commission
• The protection against retaliation
• The notice must be delivered in a manner that ensures all employees receive notice, without exception

More information is available from the Maine State Legislature.

Maryland

Updated November 13, 2023

Training is not required for private-sector employees. Executive, judicial, and legislative branch state employees generally must complete at least two hours of in-person or virtual interactive training on sexual harassment prevention within six months after the employee’s initial appointment and every two-year period thereafter.

The Maryland Commission on Human Relations does encourage employers to take steps to prevent sexual harassment.

In deciding the outcome of a sexual harassment case, the agency will favorably consider the preventative steps the employer has taken.

To reduce exposure to charges of sexual harassment, employers are encouraged to:

• Establish and maintain anti-harassment policies
• Establish a complaint process for employees who believe they have been sexually harassed
• Make staff aware of policies and the complaint process
• Notify their workforce about these policies; and
• Provide training to assist employees and supervisors in recognizing and preventing sexual harassment

More information is available from the State of Maryland Commission on Human Rights.

Massachusetts

Updated November 13, 2023

Training is not required, but it is encouraged. Massachusetts’ Fair Employment Practices Act encourages employers and labor organizations to conduct an education and training program for new employees and members, within one year of commencement of employment or membership.

The law does require a sexual harassment policy to be written out for companies of six or more employees. Employers must distribute a written version of their sexual harassment policy annually to all employees and to each new employee at the beginning of employment.

More information is available from the Massachusetts Commission Against Discrimination (MCAD).

Michigan

Updated November 13, 2023

Training is not required. The department of civil rights is required to offer training programs to all employers, labor organizations and employment agencies to assist in understanding requirements.

More information is available from the Michigan Civil Rights Commission.

Minnesota

Updated November 13, 2023

Training is not required, but is recommended as a best practice.

Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the Minnesota Department of Human Rights.

Mississippi

Updated November 13, 2023

No training is required for private-sector employees. All state employees must take an online sexual harassment training course.

More information is available from the Mississippi State Personnel Board.

Missouri

Updated November 13, 2023

Training is not required, but is recommended as a best practice.

Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the Missouri Commission on Human Rights.

Montana

Updated November 13, 2023

Training is not required, but is recommended as a best practice.

Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the Montana Human Rights Bureau.

Nebraska

Updated November 13, 2023

No training is required. However, according to the Nebraska Equal Opportunity Commission, employers need to have an effective complaint process, provide anti-harassment training to all employees, and take immediate and appropriate action when an individual complains.

More information is available from the Nebraska Equal Opportunity Commission.

Nevada

Updated November 13, 2023

No training is required for private-sector employees. State employee training is required and they offer online training.

More information is available from the Nevada Equal Rights Commission.

New Hampshire

Updated November 13, 2023

Training is not required, but is recommended as a best practice.

Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the New Hampshire Commission for Human Rights.

New Jersey

Updated November 13, 2023

No training is required for private-sector employees. New Jersey state government employees and supervisors are required to be trained and they provide online training.

More information is available from the New Jersey Division on Civil Rights.

New Mexico

Updated November 13, 2023

Training is not required, but is recommended as a best practice.

Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the New Mexico Department of Workforce Solutions.

New York

Updated November 13, 2023

Training required. All employers must provide employees with annual, interactive sexual harassment training. You may use the model sexual harassment prevention training program provided by the NYDHR and New York Department or Labor (NYDOL), or establish a program that equals or exceeds those standards. Employers are not required to provide additional training to supervisors or managers.

The training must include:

• An explanation of sexual harassment consistent with guidance issued by the NYDOL and the NYDHR
• Examples of unlawful sexual harassment
• Information concerning federal and New York statutes on sexual harassment and remedies available to victims of sexual harassment
• Information concerning employees’ rights and all available forums for adjudicating complaints
• Information addressing conduct by supervisors or any additional responsibility for such supervisors

The training must be interactive:

It may be online, or in-person. It may not consist only of watching a training video or reading a document with no feedback mechanism or interaction.

Recordkeeping

No signed acknowledgment of having read the policy is required, but employers are encouraged to keep a signed acknowledgment and retain a copy of training records. Records may be helpful in addressing any future complaints or lawsuits.

For more information

New York City – New York

New York City employers with 15 or more employees — including contractors and interns — must comply with the New York State laws, but there are additional training requirements under the Stop Sexual Harassment in NYC Act. Employers are required to train employees annually and are encouraged to train new employees as soon as possible. This applies to any employees who work more than 80 hours in a calendar year and work for at least 90 days. Employers may provide their own training or use the online training module developed by the NYCCHR and shared on the agency’s website.

The training must include:

• A description of sexual harassment, with examples
• An explanation of sexual harassment as a form of unlawful discrimination under New York City law
• A statement that sexual harassment is also a form of unlawful discrimination under New York and federal law
• Any internal complaint process available to employees to address sexual harassment claims
• The complaint process available from the New York City Commission on Human Rights (NYCCHR), the NYDHR, and the U.S. Equal Employment Opportunity Commission, including contact information
• A statement that retaliation is prohibited and examples of retaliation
• Information regarding bystander intervention, including any resources explaining how to engage in bystander intervention
• The specific responsibilities of supervisory and managerial employees in preventing sexual harassment and retaliation and actions that supervisors and managers may take to address sexual harassment complaints appropriately

The training must be interactive, which means participatory teaching that engages the trainee using:

• Trainer and trainee interaction.
• The use of audio and visual aids.
• A computer or online training program.

Recordkeeping

Employers must keep a record of all training, including a signed employee acknowledgment (which may be electronic) for at least three years.

• For more information and FAQs
• Legislation on sexual harassment training

North Carolina

Updated November 16, 2023

No training is required for private-sector employees but is recommended. All state agencies are required to develop a plan for unlawful workplace harassment that includes training and other methods to educate state employees.

More information is available from the North Carolina Office of State Human Resources.

North Dakota

Updated November 13, 2023

Training is not required but is recommended.

Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the North Dakota Department of Labor and Human Rights.

Ohio

Updated November 13, 2023

Training is not required but state law recommends it. However, according to the Ohio Administrative Code, “Prevention is the best tool for the elimination of sexual harassment.

To reduce exposure to charges of sexual harassment, employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Inform employees of their right to raise and how to raise the issue of harassment under Chapter 4112. of the Revised Code
• Develop methods to sensitize all concerned

More information is available from the Ohio Administrative Code.

Oklahoma

Updated November 13, 2023

Training is not required for private-sector employees, but is recommended. All state personnel who investigate complaints of discrimination are required to be trained in the areas of equal opportunity (including sexual harassment), discrimination and burdens of proof.

More information is available from the Office of the Oklahoma Attorney General.

Oregon

Updated November 13, 2023

Training is recommended but not required. According to the Oregon Government Technical Assistance for Employers, training for staff is essential. “Employers should have departmental or unit meetings to explain policies and grievance procedures, so that all employees understand what is prohibited conduct and how to complain about it.”

Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the Oregon Bureau of Labor & Industries.

Pennsylvania

Updated November 13, 2023

No training is required for private-sector employees. All state government agency employees are required to receive sexual harassment prevention training, which may include written materials, educational videos, orientation sessions, workplace discussions, and individual counseling.

More information is available from the Pennsylvania Office of Administration.

Rhode Island

Updated November 13, 2023

Training is encouraged for employers with 50 employees or more, but is not required. Employers are also encouraged to conduct an education and training program for new employees, within one year of their hire date. Employers are encouraged to conduct additional training for new supervisory and managerial employees which shall include their specific responsibilities and the methods they should use to address sexual harassment complaints. Employers and appropriate state agencies are encouraged to cooperate in making this training available. Employers should provide copies of their written policies on sexual harassment to all employees upon their request.

Employers should adopt a policy against sexual harassment that includes:

• A statement that sexual harassment in the workplace is unlawful
• A statement that it is unlawful to retaliate against an employee for filing a complaint of sexual harassment or for cooperating in an investigation of a complaint for sexual harassment
• A description and examples of sexual harassment
• A statement of the range of consequences for employees who are found to have committed sexual harassment
• A description of the process for filing internal complaints about sexual harassment and the work addresses and telephone numbers of the person or persons to whom complaints should be made
• The identity of the appropriate state and federal employment discrimination enforcement agencies, and directions as to how to contact these agencies
• Provide to all employees a written copy of the employer’s policy against sexual harassment; provided, that a new employee shall be provided such a copy at the time of his or her employment

Recordkeeping

Employers shall be required to maintain copies of their written policies on sexual harassment at their business premises, and copies of such policies shall be made available to any state or federal employment discrimination enforcement agency upon request.

More information is available from the state of Rhode Island General Assembly.

South Carolina

Updated November 13, 2023

Training is not required but is a recommended best practice.

Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the South Carolina Human Affairs Commission.

South Dakota

Updated November 13, 2023

Training is recommended but not required. The South Dakota Division of Human Rights of the Department of Labor and Regulation urges prevention.

Employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the South Dakota Department of Labor & Regulation.

Tennessee

Updated November 13, 2023

Training is required for state employees, only. There is no training requirement for private-sector employees, however employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

For more information is available from the Tennessee Human Rights Commission.

Texas

Updated November 13, 2023

Required for state government employees within 30 days of the start of employment, with supplemental training every two years thereafter. No training is required for private-sector employees, however employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the Texas Workforce Commission.

Utah

Updated November 13, 2023

Training is required for state employees. However, there’s no training requirement for private-sector employees, but employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the Utah Labor Commission.

Vermont

Updated November 13, 2023

No training is required, however employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

Vermont’s Fair Employment Practices Act states:

1. Employers and labor organizations are encouraged to conduct an education and training program for all new employees and members that includes at a minimum all the information outlined in this section within one year after commencement of employment.
2. Employers and labor organizations are encouraged to conduct an annual education and training program for all employees and members that includes at a minimum all the information outlined in this section.
3. Employers are encouraged to conduct additional training for new supervisory and managerial employees and members within one year after commencement of employment or membership, which should include at a minimum the information outlined in this section, the specific responsibilities of supervisory and managerial employees, and the actions that these employees must take to ensure immediate and appropriate corrective action in addressing sexual harassment complaints.
4. In certain instances, the Vermont Attorney General may require employers to conduct annual sexual harassment training for up to three years.

More information is available from the State of Vermont Human Rights Commission.

Virginia

Updated November 13, 2023

No training required for private-sector employees, however employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

Legislative branch employees are required to complete sexual harassment. 

Every legislative branch employee shall once every two calendar years complete a sexual harassment training course provided by the Office of the Clerk of the House of Delegates or the Office of the Clerk of the Senate. See training requirements.

More information is available from the Virginia Employment Commission.

Washington

Updated November 13, 2023

• Training is required for every hotel, motel, retail, or security guard entity, or property services contractor that has employees.
• Employers must also provide employees with a list of resources, including contact information for the Equal Employment Opportunity Commission, the Washington State Human Rights Commission, and local advocacy groups focused on preventing sexual harassment and assault.
• Training must take place as soon as possible upon hiring.

The training must include content on:

• Preventing sexual assault and sexual harassment in the workplace
• Preventing sexual discrimination in the workplace
• Protections for employees who report violations of a state or federal law, rule, or regulation

Who receives training:

• Employees who spend the majority of their working hours alone
• Employees whose primary work responsibility involves working without another coworker present
• Employees who are employed by an employer as a janitor, security guard, hotel or motel housekeeper, or room service attendant

Additionally, the Washington Department of Labor and Industries has more information on isolated workers protections. State government employees are required to complete sexual harassment awareness and prevention training at least every five years. New state government employees must complete the training within the first six months after hire, or earlier if required by the state government employer’s sexual harassment policy.

More information is available from the Washington State Legislature.

West Virginia

Updated November 13, 2023

Although training is not required for private-sector employees, the state has a model sexual harassment policy for state agencies that encourages the creation off a harassment policy, and training of employees.

More information is available from the West Virginia Human Rights Commission.

Wisconsin

Updated November 13, 2023

Training is not required, but it is recommended. The Department of Workforce Development has a harassment information resource that encourages employers to:

• Implement a policy to explicitly prevent harassment, including a description of disciplinary consequences that will be applied
• Provide training to educate employees on the issue of harassment and periodically remind them of your strong desire to maintain a harassment free workplace.
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from the Wisconsin Department of Workforce Development.

Wyoming

Updated November 13, 2023

No training required for private-sector employees, however employers are encouraged to:

• Affirmatively raise the subject
• Express strong disapproval
• Develop appropriate sanctions
• Develop methods to sensitize all concerned

More information is available from Wyoming’s Department of Workforce Services.