80% Passing Score Required
You must score 80% or higher on each module quiz and on the final assessment to earn your completion record.
Your employer’s reporting process
This course teaches the Connecticut standard and how reporting works. The specific people, links and forms belong to your employer, so make sure you can find each of these before you finish:
- Your employer’s current sexual harassment prevention policy.
- The complaint form, and where it is kept, though a report does not have to wait for paperwork.
- At least two internal reporting routes, including an alternative for when the normal contact is the subject of the concern.
- The route for asking a question about the policy without filing a complaint.
- The emergency route, what to do when someone is in immediate danger, which is not the same as filing a complaint.
If your employer has not given you these, ask for them, that request is itself protected. The Connecticut Commission on Human Rights and Opportunities and the federal EEOC processes are covered in Module 4 and remain open to you in addition to your employer’s own process. External filing deadlines are shorter than people expect and can change, so check the current CHRO deadline rather than waiting indefinitely for an internal outcome.
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.
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.
Recognizing Harassment
Quid Pro Quo Harassment; Hostile Work Environment; Unwelcome Conduct and Consent; Gender Identity, Expression, and Sexual Orientation; Recognition Scenario: Read the Pattern.
Abusive Conduct, Retaliation, and Bystander Response
Abusive and Disrespectful Conduct; Protected Activity and Retaliation; Recognizing Subtle Retaliation; Bystander Response Options; Bystander Scenario and Safety.
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.
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.
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.
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.
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.
Final Assessment
Covers all eight modules. Pass it to earn your completion record.
Your Progress
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