Connecticut has been a state at the forefront of sexual harassment prevention since 1992, with the passing of Public Act 92-85. This law, among other things, required sexual harassment prevention training for Connecticut employers’ supervisors for those employers/companies with 50 employees or more.
As sexual harassment awareness entered the national spotlight with the #MeToo movement momentum in 2017, states began creating or updating legislation for sexual harassment management training. In June 2019, Connecticut became one of these states and enacted Public Acts 19-16 and 19-93; combined, they are known as the Time’s Up Act.
Some areas of Connecticut Law that were updated by the Time’s Up Act, which went into effect October 1, 2019, included expanding the sexual harassment legislation and requiring many more employers to offer sexual harassment training to employees across the board, not just supervisory employees. Workplaces have new Sexual Harassment Law poster/posting requirements and are expected to distribute information regarding illegal sexual harassment, facing larger fines if it is found that they did not. Overall, the legislation gives employees much more protection, including significant changes to the allowable time to file claims and how companies can change employee terms and conditions.
Before we dive deeper into this legislation, it is important to understand what qualifies as sexual harassment.
Under Connecticut law, sexual harassment means “any unwelcome sexual advances or requests for sexual favors or any conduct of a sexual nature” when:
The employee described above under the Time’s Up Act means any individual employed by the employer, including one employed by the individual’s parent, spouse, or child.
The Time’s Up Act greatly expanded the companies required to provide training, as well as who in the company must be trained. Previous Connecticut law training requirements applied to businesses with 50 or more employees, and training was only required to be provided to employees in supervisory positions.
Now, under the Time’s Up Act, companies with three or more employees must provide sexual harassment training to their supervisors and employees. These companies or “covered employers” that the legislation applies to are companies with three or more employees that have employees who work in Connecticut, even if the company headquarters are located out of state.
Under the Time’s Up Act, the statute of limitations for civil claims is as follows:
Note that sexual harassment is considered a civil violation and could become a criminal one if actions such as assault, threats, or stalking are involved.
The Time’s Up Act requires covered employers to provide periodic training updates to all covered employees, no fewer than every 10 years.
Employees hired after October 1, 2019, must receive sexual harassment management training within six months of their date of hire, except when the employer receives an extension from the Connecticut Commission on Human Rights and Opportunities (CHRO). Supervisors must also receive training within 6 months of promotion. From there on, supplemental training is required every ten years.
Sexual harassment management training must be at least two hours, including information relating to the federal and state statutory provisions regarding sexual harassment and remedies available to victims of sexual harassment. Training must be free to the employee. The training must be interactive and may be done by video.
It is important for all employees throughout an organization to at least understand the basics of sexual harassment and that it can occur in a variety of circumstances, including but not limited to:
Cost of Non-Compliance: Failure to provide training will be considered a “discriminatory practice,” and a fine of up to $1,000 may be imposed.
Posting requirements provided by the Time’s Up Act dictate that covered employers must post in a “prominent and accessible location” and provide to the employee within three months of the employee’s date of hire, information about the “illegality of sexual harassment and the remedies available to victims of sexual harassment.” The employer may provide this information by:
Cost of Non-Compliance: Failure to satisfy the posting requirements may subject the employer to fines up to $1,000, and the CHRO may assign a designated representative to enter the employer’s place of business to ensure posting-requirement compliance.
Employees who believe they have been subjected to sexual harassment have 300 days from the date of the alleged sexual discrimination to file a complaint with the CHRO.
A complaint may be filed by a phone call, letter, or visit to any CHRO office. Then an intake officer conducts an interview and takes the complainant’s sworn statement. Within 60 days from the date the answer is received, the Commission must conduct a case assessment review of the complaint.
The complaint is served to the employer charged with discrimination, who must respond under oath within 30 days. Within 60 days from the date the answer is received, the Commission must conduct a case assessment review. The purpose of the review is to determine whether the complaint
The case assessment review is based upon a number of factors, including the complaint, the respondent’s answer, and responses to the Commission’s requests for information, and the complainant’s comments to the respondent’s answer and information responses, provided that the comments are received by the Commission within 15 days of the complainant’s receipt of the respondent’s answer.
If the case is dismissed after a case assessment review, the complainant will be issued a Release of Jurisdiction. The complainant will then be able to bring a civil action in court if they so wish.
The employer may not modify a complainant’s conditions of employment unless the modification is agreed to in writing by both parties. This requirement seeks to lessen retaliation claims, which occur when the employer subjects the complainant to an adverse employment action because a complaint was filed against the employer. However, this requirement may also interfere with the employer’s attempt to resolve the sexual harassment issue.
In a situation where the employee refuses to sign a modification, the CHRO may find that the employer’s corrective actions were reasonable and not detrimental to the complainant based on evidence presented to the CHRO by the employer and the complainant.
Cost of Non-Compliance: When an employer is found to have had a discriminatory employment practice, the prevailing plaintiffs may be awarded reasonable attorneys’ fees and punitive damages where the employer’s conduct is extraordinarily offensive.
It's important to understand your compliance status by making a checklist and/or flowchart based on the parameters in the Time’s Up Act, creating a roadmap for your compliance audit in the process. From there, check whether you have complied. If your organization is not currently compliant, address any deficiencies.
Yes, a video will satisfy all the Connecticut sexual harassment training requirements for employees and supervisors. Employers can put together their own training module so long as it contains the required elements.
Employers with 3 or more employees at any given location are required to conduct CT sexual harassment prevention training to employees working within the state, and must comply with the requirements of the Times Up Act
No, CT sexual harassment prevention training does not have to be done live. Training can be done either through a video or online. Note that regardless of the medium, there must be an interactive element included in the training.
Want help instead? Contact The Human Resource Consulting Group today for a Connecticut Sexual Harassment Prevention Training source or a free HR consultation.