Sexual Harassment Prevention Training — Arizona (Private Employers)
This course was built for Arizona's private employers who recognize the value of protecting their organization from liability, reducing the risk and cost of harassment claims, and building a workplace grounded in respect and accountability. Arizona doesn't mandate this training for private businesses — but the Arizona Civil Rights Division and federal law make clear it's one of the smartest steps an employer can take, both to safeguard its people and to safeguard itself.
Arizona's workplaces are governed by the Arizona Civil Rights Act (ACRA, A.R.S. § 41-1461 et seq.) and federal law, both of which prohibit sexual harassment. And while many discrimination claims under ACRA apply only to employers with 15 or more employees, a sexual harassment claim can be brought against an Arizona employer with as few as one employee — meaning virtually every Arizona business carries this exposure. Under Title VII of the Civil Rights Act and two key U.S. Supreme Court decisions (Faragher and Ellerth), an employer facing such a 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. The Arizona Civil Rights Division reinforces this, recommending that employers train employees within six months of hire and provide refresher training every two years.
Strengthens your legal position: Training and a communicated policy support the affirmative defense available under the Arizona Civil Rights Act and Title VII.
Reduces risk and cost: Harassment claims are expensive and damaging — and in Arizona, even the smallest employers are exposed. 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 the Arizona Civil Rights Act and federal law, the difference between quid pro quo harassment and a hostile work environment, examples of prohibited conduct, the complaint and reporting process (including how to file with the Arizona Civil Rights Division and the EEOC), 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. As an Arizona-based provider, Phoenix Canyon can deliver this training in person, on-site, anywhere in the state.
Best for: Arizona private employers — and their employees, supervisors, and managers — seeking effective, locally grounded sexual harassment prevention training to reduce liability, meet best-practice standards, and build a respectful workplace. (Arizona state and local government employers: see Sexual Harassment Prevention Training — Arizona State & Local Government in our course catalog.)
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.
This course was built for Arizona's private employers who recognize the value of protecting their organization from liability, reducing the risk and cost of harassment claims, and building a workplace grounded in respect and accountability. Arizona doesn't mandate this training for private businesses — but the Arizona Civil Rights Division and federal law make clear it's one of the smartest steps an employer can take, both to safeguard its people and to safeguard itself.
Arizona's workplaces are governed by the Arizona Civil Rights Act (ACRA, A.R.S. § 41-1461 et seq.) and federal law, both of which prohibit sexual harassment. And while many discrimination claims under ACRA apply only to employers with 15 or more employees, a sexual harassment claim can be brought against an Arizona employer with as few as one employee — meaning virtually every Arizona business carries this exposure. Under Title VII of the Civil Rights Act and two key U.S. Supreme Court decisions (Faragher and Ellerth), an employer facing such a 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. The Arizona Civil Rights Division reinforces this, recommending that employers train employees within six months of hire and provide refresher training every two years.
Strengthens your legal position: Training and a communicated policy support the affirmative defense available under the Arizona Civil Rights Act and Title VII.
Reduces risk and cost: Harassment claims are expensive and damaging — and in Arizona, even the smallest employers are exposed. 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 the Arizona Civil Rights Act and federal law, the difference between quid pro quo harassment and a hostile work environment, examples of prohibited conduct, the complaint and reporting process (including how to file with the Arizona Civil Rights Division and the EEOC), 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. As an Arizona-based provider, Phoenix Canyon can deliver this training in person, on-site, anywhere in the state.
Best for: Arizona private employers — and their employees, supervisors, and managers — seeking effective, locally grounded sexual harassment prevention training to reduce liability, meet best-practice standards, and build a respectful workplace. (Arizona state and local government employers: see Sexual Harassment Prevention Training — Arizona State & Local Government in our course catalog.)
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.