This research-based course provides comprehensive training on workplace harassment, sexual harassment, bullying, discrimination, and retaliation in alignment with U.S. federal and state requirements. Participants will learn how to recognize inappropriate conduct, understand protected characteristics, distinguish professional disagreement from unlawful behavior, and take appropriate action when concerns arise.
The course emphasizes shared responsibility, bystander intervention, and the heightened legal obligations of managers and supervisors. Through practical examples, scenario-based questions, and real-world guidance, learners will gain the knowledge needed to help create and maintain a respectful, inclusive, and legally compliant workplace.
References and Legal Framework
This course is informed by current U.S. federal guidance and commonly referenced state and local laws related to workplace harassment, discrimination, retaliation, and training requirements. While this training is designed to be broadly applicable, employers are responsible for confirming jurisdiction-specific compliance.
Federal Laws and Guidance
Applicable to all U.S. states unless otherwise noted in the State and Local Laws section below.
- Title VII of the Civil Rights Act of 1964 (42 U.S.C. §2000e et seq.)
- Age Discrimination in Employment Act (29 U.S.C. §621 et seq.)
- Americans with Disabilities Act (42 U.S.C. §12101 et seq.)
- Genetic Information Nondiscrimination Act (42 U.S.C. §2000ff)
- EEOC Harassment Guidance (2024)
- EEOC Promising Practices for Preventing Harassment
- U.S. Department of Labor – Workplace Harassment guidance
- U.S. Equal Employment Opportunity Commission (EEOC) – www.eeoc.gov
State and Local Laws Commonly Referenced
- California Fair Employment and Housing Act (Gov. Code §12940 et seq.) and SB 1343 / SB 778
- Connecticut General Statutes §46a-54(15) (Time’s Up Act)
- Delaware Discrimination in Employment Act, HB 360 (2018 amendments)
- Illinois Human Rights Act (775 ILCS 5/2-109)
- Maine Human Rights Act and Title 26 §807 (Training requirements)
- New York State Human Rights Law (§201-g) and Stop Sexual Harassment Act (NYC Local Law 96/2018)
- Oregon Workplace Fairness Act (HB 2341, HB 3416, SB 726)
- Washington RCW 49.60 and Isolated Worker Protection requirements
References and Legal Framework
This course is informed by current U.S. federal guidance and commonly referenced state and local laws related to workplace harassment, discrimination, retaliation, and training requirements. While this training is designed to be broadly applicable, employers are responsible for confirming jurisdiction-specific compliance.
Federal Laws and Guidance
Applicable to all U.S. states unless otherwise noted in the State and Local Laws section below.
- Title VII of the Civil Rights Act of 1964 (42 U.S.C. §2000e et seq.)
- Age Discrimination in Employment Act (29 U.S.C. §621 et seq.)
- Americans with Disabilities Act (42 U.S.C. §12101 et seq.)
- Genetic Information Nondiscrimination Act (42 U.S.C. §2000ff)
- EEOC Harassment Guidance (2024)
- EEOC Promising Practices for Preventing Harassment
- U.S. Department of Labor – Workplace Harassment guidance
- U.S. Equal Employment Opportunity Commission (EEOC) – www.eeoc.gov
State and Local Laws Commonly Referenced
- California Fair Employment and Housing Act (Gov. Code §12940 et seq.) and SB 1343 / SB 778
- Connecticut General Statutes §46a-54(15) (Time’s Up Act)
- Delaware Discrimination in Employment Act, HB 360 (2018 amendments)
- Illinois Human Rights Act (775 ILCS 5/2-109)
- Maine Human Rights Act and Title 26 §807 (Training requirements)
- New York State Human Rights Law (§201-g) and Stop Sexual Harassment Act (NYC Local Law 96/2018)
- Oregon Workplace Fairness Act (HB 2341, HB 3416, SB 726)
- Washington RCW 49.60 and Isolated Worker Protection requirements
