Compliance Training

Sexual Harassment Prevention Connecticut

Connecticut asks for two hours of training, delivered within six months of hire or of taking on supervisory duties, with supplemental training at least every ten years after that. It also asks for training that people actually take part in, not a video left playing in the corner. This course is built that way. Eight modules cover the protections Connecticut law provides, what harassment looks like in person and online, abusive conduct and retaliation, how reporting and employer response are meant to work, and the separate duties a supervisor picks up. Checkpoint questions sit inside the videos, each module ends in a quiz, and the final exam is drawn at random from a large bank.

8 Video ModulesCheckpoints in Every ModuleRandomised Final Exam

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Sexual Harassment Prevention in Connecticut at a glance

Sexual Harassment Prevention in Connecticut satisfies Connecticut Time's Up Act (Conn. Gen. Stat. § 46a-54; Regs. Conn. State Agencies § 46a-54-200 et seq.), costs $49 per person, takes 120 Mins and issues the certificate the moment you pass.

Who it is for: warehouse and dock staff, CDL drivers. Two-Hour Training for Connecticut Employees and Supervisors
Regulation it satisfies: Connecticut Time's Up Act (Conn. Gen. Stat. § 46a-54; Regs. Conn. State Agencies § 46a-54-200 et seq.) (Connecticut Commission on Human Rights and Opportunities)
Price: $49 per person
Time to complete: 120 Mins, 8 modules
Certificate: Two-Hour Prevention Training Completion Record
Format: Online, self-paced, start immediately, works on a phone. Certificate issues the moment you pass the final assessment.

120 Mins

Course Duration

80%

Pass Score

40

Question Bank

Who This Course Is For

Connecticut splits the duty two ways. Supervisors have to be trained by employers of any size. Non-supervisory employees have to be trained by employers with three or more employees. This course carries both paths: the same core modules for everyone, plus the modules on what a supervisor owes a worker who brings them a concern.

Employees at a Connecticut worksite

Part-time, seasonal and temporary staff

Remote and hybrid workers connected to a Connecticut workplace

Supervisors and managers, whatever the headcount

HR and people-operations staff

Dispatchers, terminal and yard crews

Owners with staff working in Connecticut

New hires inside their first six months

What the Course Covers

Eight modules that add up to two hours. Knowledge checkpoints sit inside every video, and a short quiz closes each module.

1

Connecticut Protections and Workplace Conduct

Welcome and Course Orientation; Who and What Connecticut Law Protects; Where Workplace Conduct Can Occur; Respectful Conduct and Legal Thresholds; A Practical Prevention Decision.

Welcome and Course OrientationWho and What Connecticut Law ProtectsWhere Workplace Conduct Can OccurRespectful Conduct and Legal ThresholdsA Practical Prevention Decision

15 min5 checkpoints3 quiz questions

2

Recognizing Harassment

Quid Pro Quo Harassment; Hostile Work Environment; Unwelcome Conduct and Consent; Gender Identity, Expression, and Sexual Orientation; Recognition Scenario: Read the Pattern.

Quid Pro Quo HarassmentHostile Work EnvironmentUnwelcome Conduct and ConsentGender Identity, Expression, and Sexual OrientationRecognition Scenario: Read the Pattern

15 min5 checkpoints3 quiz questions

3

Abusive Conduct, Retaliation, and Bystander Response

Abusive and Disrespectful Conduct; Protected Activity and Retaliation; Recognizing Subtle Retaliation; Bystander Response Options; Bystander Scenario and Safety.

Abusive and Disrespectful ConductProtected Activity and RetaliationRecognizing Subtle RetaliationBystander Response OptionsBystander Scenario and Safety

15 min5 checkpoints3 quiz questions

4

Reporting, Employer Response, and Remedies

Use the Employer's Reporting Channels; Making a Useful Report; What an Employer Response Should Include; Confidentiality and Investigation Participation; External Agencies and Available Remedies.

Use the Employer's Reporting ChannelsMaking a Useful ReportWhat an Employer Response Should IncludeConfidentiality and Investigation ParticipationExternal Agencies and Available Remedies

15 min5 checkpoints3 quiz questions

5

Supervisor's Duty to Act

Supervisors Carry an Added Duty; Responding to an Initial Disclosure; Do Not Investigate or Mediate Alone; Interim Protection Without Punishment; Supervisor Scenario: Receive, Route, Monitor.

Supervisors Carry an Added DutyResponding to an Initial DisclosureDo Not Investigate or Mediate AloneInterim Protection Without PunishmentSupervisor Scenario: Receive, Route, Monitor

15 min5 checkpoints3 quiz questions

6

Receiving and Escalating Complaints

Recognize a Complaint Without Special Words; Ask Limited, Neutral Questions; Document and Preserve Accurate Information; Escalate Through the Correct Channel; Handling Requests for Secrecy or No Action.

Recognize a Complaint Without Special WordsAsk Limited, Neutral QuestionsDocument and Preserve Accurate InformationEscalate Through the Correct ChannelHandling Requests for Secrecy or No Action

15 min5 checkpoints3 quiz questions

7

Prevention, Correction, and Retaliation Controls

Set and Model Clear Conduct Standards; Correct Problems Before They Escalate; Make Decisions Free From Retaliation; Monitor the Workplace After a Report; Prevention Scenario: A High Performer.

Set and Model Clear Conduct StandardsCorrect Problems Before They EscalateMake Decisions Free From RetaliationMonitor the Workplace After a ReportPrevention Scenario: A High Performer

15 min5 checkpoints3 quiz questions

8

Investigations, Corrective Action, and Leadership Accountability

Support a Fair Investigation; Evaluate Facts Without Common Biases; Choose Effective Corrective Action; Communicate Outcomes Appropriately; Leadership Accountability and Final Scenario.

Support a Fair InvestigationEvaluate Facts Without Common BiasesChoose Effective Corrective ActionCommunicate Outcomes AppropriatelyLeadership Accountability and Final Scenario

15 min5 checkpoints3 quiz questions

40 in-video checkpoints across the eight modules.

A Final Exam Drawn at Random

The final assessment pulls 20 questions from a 40-question bank and shuffles the answer options on every attempt. Module quizzes and in-video checkpoints shuffle their options too, so there is no answer pattern to pass around the office. You need 80% to pass, and you can retake it as many times as you need. Each retake is a fresh draw, not a second run at the same paper.

20 questions drawn from 40

Options shuffled everywhere, not just the final

80% required to pass

What This Completion Record Does and Does Not Cover

Completion documents participation in two hours of interactive sexual harassment prevention training for Connecticut employees and supervisors. It does not decide any individual complaint, waive reporting rights, or provide personal legal advice, and it does not replace the employer’s own written policy, complaint form, designated reporting contacts, question-response route or emergency instructions, which the employer must supply and keep current.

What You Still Have to Supply

Read this before you assign seats. It is the one part of the job the course cannot do for you.

Employers: this is the full two hours Connecticut requires, and one purchase covers both groups you have to train — supervisors, whatever your headcount, and every other employee once you reach three. The deadline is six months: from hire for employees, from the day supervisory duties start for a new supervisor. After that, Connecticut is unusual — supplemental training is required at least every ten years, not annually, though CHRO encourages a three-year refresh and most employers we sell to run it more often than the statute demands. Two things this course does not do for you: it does not supply your written policy, complaint form or reporting contacts, and it does not discharge the separate posting and notice obligations. Nothing in this course fabricates those details.

Simple, Transparent Pricing

One seat, a small team, or the whole shift

Individual

One employee, one completion record

$49

$99

8 video modules
In-video knowledge checkpoints
Quiz after each module
Randomised final exam (20 of 40 questions)
Two hours, written for Connecticut workplaces
Covers the supervisor path as well as the employee path
Downloadable completion record
Lifetime access
80% passing score required

Most Popular

Team of 5

A small crew or one office

$199($39.8/seat)

$495

Save 18%

8 video modules
In-video knowledge checkpoints
Quiz after each module
Randomised final exam (20 of 40 questions)
Two hours, written for Connecticut workplaces
Covers the supervisor path as well as the employee path
Downloadable completion record
Lifetime access
80% passing score required
Admin dashboard
Progress tracking

Best Value

Team of 10

Multi-shift and multi-site operations

$349($34.9/seat)

$990

Save 28%

8 video modules
In-video knowledge checkpoints
Quiz after each module
Randomised final exam (20 of 40 questions)
Two hours, written for Connecticut workplaces
Covers the supervisor path as well as the employee path
Downloadable completion record
Lifetime access
80% passing score required
Admin dashboard
Progress tracking
Bulk enrollment
Compliance reports

Enterprise

Larger employers and multi-state payrolls

Save when you train for more than one requirement

Most teams need more than one certification. Add a second course and 10% comes off your whole order — a third takes off 15%.

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The rules this course is built on

We teach to the published text. Read it yourself — every link below goes to the issuing agency or legislature, not to a summary.

Issuing authority: Connecticut General Assembly

Conn. Gen. Stat. Chapter 814c — Human Rights and Opportunities (incl. §46a-54)
The chapter containing §46a-54, whose subdivision (15) carries the training duty: employers with three or more employees must give two hours of sexual harassment prevention training to all employees, and to supervisors regardless of employer size.
Read the official text — Connecticut General Assembly →
Connecticut Public Act 19-16 — the "Time’s Up Act"
The 2019 act as passed, which expanded the training duty from supervisors only to all employees and lowered the employer threshold to three employees.
Read the official text — Connecticut General Assembly →

Provided so you can verify what we teach against the source. This is reference material, not legal advice, and reading it does not by itself discharge an employer obligation.

Common Questions

Does buying this course finish our training obligation?

No, and we would rather say so before you pay than after. This delivers the two-hour interactive training and records who completed it. You still have to give your staff your own sexual harassment prevention policy, tell them where the complaint form lives, name the people a report can go to, tell them where to send a question about the policy, and tell them what to do in an emergency. Posting and notice duties stay with you as well. The course teaches learners to go looking for those things; it cannot invent them for your workplace.

Is this legal advice?

No. It is training. It explains the standard and how reporting, employer response and retaliation protection are supposed to work in general terms. It does not decide any individual complaint and it is not a substitute for a lawyer when you have a live situation.

How often does this training have to be repeated?

The requirement sits in Conn. Gen. Stat. § 46a-54, as amended by the Time's Up Act (Public Act 19-16), with the content requirements in the CHRO regulations at § 46a-54-200 et seq. Connecticut asks for the two hours once, within six months of hire or of assuming supervisory duties, then supplemental training at least every ten years. The Commission on Human Rights and Opportunities encourages a refresher closer to every three years, but that is a recommendation rather than the requirement.

Who exactly has to be trained?

Supervisors, at employers of any size. Non-supervisory employees, at employers with three or more employees. If you are unsure how a particular role counts, that is a question for your own counsel rather than for a training page.

We already bought your general sexual harassment prevention course. Is this the same thing?

No. This is a separate, longer, Connecticut-specific course built to the two-hour expectation, with Connecticut protections and the CHRO complaint route running through it. The two courses keep separate completion records, so finishing this one does not overwrite the other and a worker can hold both.

Does watching the videos count as interactive training on its own?

Passive playback is not what the training regulations describe. That is why there are checkpoint questions inside the videos, a quiz after every module and a final exam, each with feedback on the answer.

Does it cover conduct that happens by text, chat or after hours?

Yes. The early modules cover where and when the rules reach, including digital and off-hours conduct connected to work, and work through a digital boundary-crossing scenario and harassment by customers, vendors and other third parties.

What happens if someone fails the final exam?

They retake it. Every attempt draws a new set of questions from the bank, so a retake is a real re-test.

Can I buy seats for my team?

Yes. Five-seat and ten-seat bundles are on this page, and there is an enterprise option for larger headcounts.

Get the two hours done

Instant access. Completion record on passing. Lifetime access to the material.

Start Training - $49

Already purchased? Go to the course

Free Resource

Free Workplace Harassment Prevention Quick-Reference PDF

Not ready to enroll yet? Start with our free resource.

General awareness guide. State-mandated training requirements still apply and are not replaced by this PDF.

Quid Pro Quo vs. Hostile Work Environment
Recognizing Verbal, Physical & Visual Conduct
Bystander Intervention Basics
Reporting Channels & Retaliation Protection