Sexual Harassment Prevention Training — Multi-State (see description for applicable states)

This course is for employers in:Alabama, Alaska, Arkansas, Colorado, Florida, Georgia, Hawaii, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, Nevada, New Hampshire, New Jersey, New Mexico, North Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, West Virginia, Wisconsin, and Wyoming.It is also valuable for international employers who work with American companies and want their teams trained to U.S. workplace standards.

This course is not for employers in: Arizona, California, Connecticut, Delaware, Illinois, Maine, New York, Puerto Rico, Virginia, Washington State, Washington D.C.(We offer state-specialized training for these locations that fulfills their mandated requirements. Please see our course list.)

This course, Sexual Harassment Prevention Training — Multi-State was built for employers who, while not located in states that mandate sexual harassment training, recognize its value: protecting their organization from liability, reducing the risk and cost of harassment claims, and building a workplace grounded in respect and accountability. Even where training isn't legally required, it remains one of the strongest steps an employer can take — both to safeguard its people and to safeguard itself.

Under Title VII of the Civil Rights Act and two key U.S. Supreme Court decisions (Faragher and Ellerth), an employer facing a harassment claim can raise a legal defense — but only if it can show it took reasonable steps to prevent and promptly correct harassment. Effective training and a clear, communicated policy are central to that defense.

• Strengthens your legal position: Training and a communicated policy support the affirmative defense available under Title VII.

• Reduces risk and cost: Harassment claims are expensive and damaging. Prevention is far cheaper than litigation.

• Builds a healthier workplace: Clear expectations, known reporting channels, and a culture of respect benefit everyone.

What This Course Covers

In this course, you'll cover what sexual harassment and unlawful workplace harassment are under federal law, the difference between quid pro quo harassment and a hostile work environment, examples of prohibited conduct, the complaint and reporting process, employees' rights, and the prohibition against retaliation. Supervisors and managers receive an additional segment covering the specific duties the law places on those in charge: how to recognize harassment, how to receive and respond to a complaint, the obligation to take prompt and appropriate corrective action, how to avoid and prevent retaliation, and the personal and organizational liability that can result when a supervisor fails to act.

This course is taught by a Certified Mediator with a law degree and U.S. Equal Employment Opportunity Commission (EEOC) mediation experience, delivering the content in a clear, respectful, and genuinely useful way, allowing all participants to feel welcome and comfortable.

Best for: U.S. employers in states without a specific training mandate, and multi-state organizations seeking consistent, federally grounded training — along with their employees, supervisors, and managers.

Format: Two-hour group training for employees; a three-hour session for supervisors and managers (the employee content plus an additional hour on supervisor duties and liability). Interactive, in person or virtual.

Pricing is set per engagement. Contact Phoenix Canyon to request a quote.