Be Part of the Ultimate Safety & Compliance Community
Trending news, knowledge-building content, and more – all personalized to you!
Definitions
“Employer” includes the state and all political subdivisions and means any person or employer with three or more persons in his employ.
“Employer Having Fifty or More Employees” means the state and all political subdivisions, and means any person or employer who has a total of 50 or more persons, including supervisory and managerial employees and partners, in his employ for a minimum of 13 weeks during the training year.
“Training year” means the period of time from October first in any calendar year through September thirtieth in the following calendar year.
Unlawful employment practices
The unlawful employment practices, as well as the exemptions, are similar to those under the federal Guidelines on Discrimination Because of Sex.
Posting
Employers with three or more employees must post notices concerning the illegality of sexual harassment and remedies available to victims of sexual harassment. Any and all notices posted will have the heading, “SEXUAL HARASSMENT IS ILLEGAL” in large bold-faced type. The information must include, but is not limited to:
The Commission strongly recommends, but does not require, that the poster include:
Employers must place and keep notices in prominent and accessible locations upon its premises where notices to employees are customarily posted. Notices must be posted at each employer facility in such a manner that all employees and applicants at that facility will have the opportunity to see the notices on a regular basis.
All employers with three or more employees must post notices, and promptly replace notices that are removed, destroyed, or defaced.
Training
An employer having 50 or more employees must also provide two hours of training and education to all supervisory employees within six months of their assumption of a supervisory position.
The training and education must be conducted in a classroom-like setting, using clear and understandable language and in a format that allows participants to ask questions and receive answers. Audio, video, and other teaching aides may be utilized to increase comprehension or to otherwise enhance the training process.
The content of the training must include the following:
While not exclusive, the training may also include, but is not limited to, the following elements:
While not required, the Commission on Human Rights & Opportunities encourages an employer having 50 or more employees to provide an upgrade of legal interpretations and related developments concerning sexual harassment to supervisory personnel once every three years.
An employer is not required to train supervisory personnel who have received training after October 1, 1991 that:
An employer required to provide training may utilize individuals employed by the employer or other persons who agree to provide the required training, with or without reimbursement.
Recordkeeping
The Commission encourages each employer required to conduct training to maintain records concerning all training provided. Such records may include, but are not limited to:
The Commission encourages employers to maintain such records for a minimum of one year, or if a discriminatory practice complaint is filed involving personnel trained, until such time as such complaint is finally resolved.
Contact
Commission on Human Rights & Opportunities
Regulations
Sexual Harassment Posting and Training Requirements: Regulations sections 46a-54-200 through 207
www.ct.gov/chro/cwp/view.asp?a=2527&q=333112
General Statutes of Connecticut, Title 46a, chapter 814c, sec. 46a-60. Discriminatory employment practices prohibited
www.cga.ct.gov/current/pub/chap_814c.htm#sec_46a-60
Contact
Equal Employment Opportunity Commission (EEOC)
Regulations
29 CFR Part 1604, Guidelines on Discrimination Because of Sex