50 State Harrassment Training Overview

50 STATE SURVEY
Protected Categories
Alabama
Any person employing 20 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, including any agent
of that person shall not discriminate on the basis of age (40+).
State Sexual Harassment Definition
There is no independent cause of action for sexual harassment in the State of Alabama. Claims for sexual harassment are to be brought under common law tort
theories. Machen v. Childersburg Bancorporation, Inc., 761 So. 2d 981, 983 (Ala. 1999).
Who May Be Liable
Alabama has no state law cause of action for workplace discrimination or harassment other than age discrimination pursuant to the Alabama Age Discrimination in
Employment Act.The Alabama ADEA is patterned after the federal ADEA which does not provide for individual liability.Ala. Code § 25-1-29. However, employees can
sue supervisors for related torts, such as assault, battery, invasion of privacy, and intentional infliction of emotional distress. Supervisors can be personally liable for such
common law torts.
State Training & Education Requirements
Alabama has no specific training and education requirements.
Enforcement
Alabama has no state agency that enforces anti-discrimination laws; see the local EEOC office(s).
Citation
§§ 25-1-20 et seq.; 25-1-21; 25-1-22

Alaska
Alaska Human Rights Law protects religion, race, color, age, national origin, physical or mental disability, sex, marital status, pregnancy, and parenthood.
Sexual orientation is protected for state employees.
Same as Federal
Who May Be Liable
A “person” who can be held liable includes an individual as well as an employer.Alaska Stat. 18.80.300(13).
Alaska has no specific training and education requirements.
Enforcement
Alaska State Commission for Human Rights
Citation
Alaska Stat. §§18.80.200; 18.80.220;18.80.300(10)
§47.30.865.
Admin. Order No. 195 (2002).

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© Copyright January 2009 • All Rights Reserved • Employment Learning Innovations, Inc. • Atlanta, Georgia

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Arizona
Civil Rights Act protects color, race, religion, sex, age (40+), national origin, disability, and genetic test results
Same as Federal
However, employers with only 1 employee can be held liable for sexual harassment.
Who May Be Liable
Employer
Arizona has no specific training and education requirements.
Enforcement
Office of the Attorney General, Civil Rights Division (CRD)
Citation
Ariz. Rev. Stat.Ann. §§ 23-341; 41-1401 et seq.; 41-1463
Exec. Order 2003-22

Arkansas
Civil Rights Act protects national origin, race, religion, gender (pregnancy, childbirth or related medical conditions), sensory, mental, or physical disability, and genetic
information.
Same as Federal
Who May Be Liable
Employer
Arkansas has no specific training and education requirements.
Enforcement
Arkansas has no state agency that enforces anti-discrimination laws.
Citation
Ark. Code Ann. §§ 16-123-102 and 107; 11-5-403.

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California
Fair Employment and Housing Act prohibits discrimination and harassment of employees, applicants, and contractors based on race, religion, creed, sex, color,
national origin, ancestry, physical disability, mental disability, political orientation, gender identity, medical condition, marital status, pregnancy, sexual orientation, or
age (40+ for all employers and any age for state civil service).
Sexual Harassment Definition: California state law expands the federal categories of harassment to include the following:
• Verbal harassment, including epithets, derogatory comments, or slurs
• Physical harassment, including assault, impeding or blocking movement, or any physical interference with normal work or movement, when directed at an
individual
• Visual harassment, including derogatory posters, cartoons, or drawings
• Sexual favors, including unwanted sexual advances, which condition an employment benefit upon an exchange of sexual favors
Who May Be Liable
Supervisors cannot be held personally liable for employment retaliation.They can, however, be held personally liable for harassment and discrimination. Supervisors and
individuals can also be held personally liable for intentional torts such as assault and battery, false imprisonment, intentional infliction of emotional distress, and
invasion of privacy.
California requires employers with 50 or more employees, and all public employers, to provide non-harassment training, as explained below.
An employer having 50 or more employees, and all public employers, shall provide sexual harassment training and education to each supervisory employee in California
once every two years. New supervisors must receive training within their first six months.The training and education required by this section must address federal and
state statutory prohibitions against, and the prevention and correction of, sexual harassment and the remedies available to victims of sexual harassment in
employment.The training must also include practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation.
See Cal. Gov’t Code 12950.1.
Enforcement
Fair Employment and Housing Commission
Citation
Cal. Gov’t Code §§ 12900-12996, 12940, 12941, 12945, 12950.1, 19700.
Cal. Lab. Code §§ 230, 230.1, 1101, 1102, 1102.1, 1171.5.
Executive Order B-54-79

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Colorado
Anti-Discrimination Act protects color, creed, sex, marital status, race, national origin, ancestry, disability (HIV/AIDS), age (40-70), religion, marriage to a coworker, and
sexual orientation.
“Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Harassment by persons
subject to the Colorado Anti-Discrimination Act or by their subordinates is a violation of the Colorado Anti-Discrimination Act when, for example, (1) submission to such
conduct is made either explicitly or implicitly a requirement of employment, housing, public accommodations or advertising, or, (2) the individual's response to such
conduct is used as the basis for decisions which deny to such individual rights protected by the Colorado Anti-Discrimination Act.”
Who May Be Liable
Employer
Colorado encourages, but does not specifically require, education regarding non-harassment.
The Colorado Discrimination Rules indicate that employers are encouraged to take all steps necessary to prevent workplace harassment from occurring, such as
affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue
of harassment and developing methods to sensitize all concerned. See 3 Colo. Code Regs. § 708-1, Rule 80.11(C), 85.0(F).
Enforcement
Colorado Civil Rights Commission
Citation
Colo. Rev. Stat.Ann. §§ 24-34-301 et seq.; 24-34-402

Connecticut
Fair Employment Practices Act prohibits discrimination and retaliation of employees, applicants, and contractors based on race, color, religious creed, age, sex,
marital status, national origin, ancestry, present or past history of mental disorder, mental retardation, learning disability, physical disability, pregnancy, parental status,
genetic information, and sexual orientation (possibly includes transgender status).
Same as Federal
Who May Be Liable
Supervisors are not individually liable for discrimination and harassment under Connecticut’s Fair Employment Practices Act. See Perodeau v. City of Hartford, 259 Conn.
729, 792 A.2d 752 (2002).
Connecticut requires state agencies to provide diversity training to supervisors, and it requires private employers with 50 or more employees to provide non-harassment
training to supervisors.The training must meet specific criteria, as explained below.

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State Training & Education Requirements (continued)
Connecticut
Connecticut law requires state agencies to provide three hours of diversity training to all supervisory and non-supervisory employees and to all new supervisory
(continued)
employees within six months of the assumption of a position with a state agency.The diversity training must include information on state and federal discrimination
laws as well as hate crimes directed at protected classes. Conn. Gen. Stat. § 46a-54(16)(A).
The Connecticut Fair Employment Practices Act (CFEPA) requires all employers with 50 or more employees to provide sexual harassment training to supervisors.The
mandated training is to be provided in the first six (6) months of becoming a supervisor. Conn. Gen. Stat.Ann. § 46a-54(15)(B).As long as the employees are given an
opportunity “to ask questions and obtain answers in a reasonably prompt manner,” online training can satisfy the training requirement. 5/19/03 Opinion Letter.
The mandated training and education is to be conducted in a classroom-like setting, “using clear and understandable language and in a format that allows participants
to ask questions and receive answers.Audio, video and other teaching aides may be utilized to increase comprehension or to otherwise enhance the training process.”
1. The content of the training must include the following:
A.Describing the federal and state statutory provisions prohibiting sexual harassment in the work place with which the employer is required to comply, including, but
not limited to, the Connecticut discriminatory employment practices statute (section 46a-60 of the Connecticut General Statutes) and quot;Title VII of the Civil Rights
Act of 1964, as amended (42 U.S.C. section 2000e, and following sections);
B. Defining sexual harassment as explicitly set forth in subdivision (8) of subsection (a) of section 46a-60 of the Connecticut General Statutes and as distinguished
from other forms of illegal harassment prohibited by subsection (a) of section 46a-60 of the Connecticut General Statutes and section 3 of Public Act 91-58;
C. Discussing the types of conduct that may constitute sexual harassment under the law, including the fact that the harasser or the victim of harassment may be
either a man or a woman and that harassment can occur involving persons of the same or opposite sex;
D. Describing the remedies available in sexual harassment cases, including, but not limited to, cease and desist orders; hiring, promotion or reinstatement;
compensatory damages and back pay;
E. Advising employees that individuals who commit acts of sexual harassment may be subject to both civil and criminal penalties; and
F. Discussing strategies to prevent sexual harassment in the work place.
2. While not exclusive, the training may also include, but is not limited to, the following elements:
A.Informing training participants that all complaints of sexual harassment must be taken seriously, and that once a complaint is made, supervisory employees should
report it immediately to officials designated by the employer, and that the contents of the complaint are personal and confidential and are not to be disclosed
except to those persons with a need to know;
B. Conducting experiential exercises such as role playing, coed group discussions and behavior modeling to facilitate understanding of what constitutes sexual
harassment and how to prevent it;
C. Teaching the importance of interpersonal skills such as listening and bringing participants to understand what a person who is sexually harassed may be
experiencing;
D. Advising employees of the importance of preventive strategies to avoid the negative effects sexual harassment has upon both the victim and the overall
productivity of the work place due to interpersonal conflicts, poor performance, absenteeism, turnover and grievances;
E. Explaining the benefits of learning about and eliminating sexual harassment which include a more positive work environment with greater productivity and
potentially lower exposure to liability, in that employers–and supervisors personally–have been held liable when it is shown that they knew or should have known
of the harassment;

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Connecticut
F. Explaining the employer's policy against sexual harassment, including a description of the procedures available for reporting instances of sexual harassment and
(continued)
the types of disciplinary actions which can and will be taken against persons who have been found to have engaged in sexual harassment; and
G.Discussing the perceptual and communication differences among all persons and, in this context, the concepts of quot;reasonable womanquot; and quot;reasonable manquot;
developed in federal sexual harassment cases.
3. While not required, Connecticut encourages an employer having fifty (50) or more employees to provide an upgrade of legal interpretations and related
developments concerning sexual harassment to supervisory personnel once every three (3) years.
Enforcement
Connecticut Commission on Human Rights and Opportunities
Citation
Conn. Gen. Stat.Ann. §§ 46a-51; 46a-60; 46a-61, 46a-81c.

Delaware
Delaware protects race, color, religion, sex, national origin, genetic information, age (40-70), and marital status for employers with four or more employees.
Handicap is protected for employers with 20 or more employees.
Same as Federal
Who May Be Liable
Employer and supervisor
Delaware encourages, but does not specifically require, non-harassment training.
The State of Delaware’s Office of Discrimination’s website indicates “Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are
encouraged to take steps necessary to prevent sexual harassment from occurring.They should clearly communicate to employees that sexual harassment will not be
tolerated.They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking
immediate and appropriate action when an employee complains.”
Enforcement
Delaware Department of Labor
Office of Labor Law Enforcement (OLLE)
Citation
19 Del. Code §§ 710 et seq.; 711, 724
State Employee Merit Rule 2.0

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Florida
Civil Rights Act protects race, color, religion, sex, national origin (including ancestry), age, handicap, HIV/AIDS status, marital status, and sickle-cell traits.
Same as Federal
Who May Be Liable
Employers
Florida has no specific training and education requirements.
Enforcement
Florida Commission on Human Relations
Citation
Fla. Stat.Ann. §§ 760.01 et seq.; 760.10, 760.50, 448.075.

Georgia
Fair Employment Practices Act prohibits discrimination by state employers on the basis of age (40-70), sex with respect to wages, religion, race, color, national origin,
sex, disability.
Georgia prohibits sex discrimination with respect to wages and age discrimination for all employers.
Same as Federal
Who May Be Liable
Employer
Georgia has no specific training and education requirements.
Enforcement
Georgia Commission on Equal Opportunity
Citation
O.C.G.A. §§ 45-19-3, 34-5-3, 34-1-2.

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Hawaii
Fair Employment Practices Law protects color, race, sex or pregnancy, religion, national origin, ancestry, age, disability (including genetics), sexual orientation, marital
status, breast feeding, arrest and court records.
Hawaii case law expands the federal definition of harassment by focusing the determination of whether conduct constitutes sexual harassment on the harasser’s
conduct, and not on the effect the conduct has on the plaintiff or on the work environment.
Who May Be Liable
Hawaii encourages, but does not specifically require, non-harassment training.
The Hawaii Administrative Rules state that “prevention is the best tool for the elimination of sexual harassment. Employers should affirmatively raise the subject,
express strong disapproval, develop appropriate sanctions, inform employees of their right to raise and how to raise the issue of sexual harassment, and take any other
steps necessary to prevent sexual harassment from occurring.”The Hawaii Civil Rights Commission indicates that such programs should include training of supervisory
personnel about their specific responsibilities, and training of all employees about the sexual harassment policy and grievance procedures. See Haw.Admin. Rules § 12-
46-109(g).
Enforcement
Hawaii Civil Rights Commission
Citation
Haw. Rev. Stat.Ann. §§ 378-1, 378-2, 378-3, Ross v. Stouffer Hotel Co., 879 P.2d 1037 (1994)(marriage to a coworker)

Idaho
Human Rights Act / Civil Rights Act protects color, race, religion, creed, age (40+), sex (including pregnancy, childbirth or related medical condition), genetic
information/testing, national origin, ancestry, association with a disabled person and disability.
Same as Federal
Who May Be Liable
Employer
Idaho has no specific training and education requirements.
Enforcement
Idaho Human Rights Commission
Citation
Idaho Code §§ 18-7301 et seq.; 67-5901 et seq.; 39-8303; Idaho Admin. Code § 45.01.010-18.

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Illinois
Illinois Human Rights Act protects color, race, religion, sex (including pregnancy, childbirth and related conditions), citizenship status, sexual orientation (gender-
related identity and actual or perceived hetero-, homo- or bisexuality and gender-related identity), marital status, national origin, ancestry, age (40+), disability, and
military status or unfavorable discharge from military service.
Same as Federal
Who May Be Liable
Employer
Illinois requires state agencies to provide non-harassment training, as explained below.
The Illinois Human Rights Act requires all state agencies to maintain and carry out a sexual harassment program that includes:
a. “Developing a written sexual harassment policy that includes at a minimum the following information: (i) the illegality of sexual harassment; (ii) the definition of
sexual harassment under state law; (iii) a description of sexual harassment, utilizing examples; (iv) the agency's internal complaint process including penalties; (v)
the legal recourse, investigative, and complaint process available through the Illinois Department of Human Rights and the Illinois Human Rights Commission; (vi)
directions on how to contact the Department and Commission; and (vii) protection against retaliation as provided by Section 6-101 of this Act.The policy must be
reviewed annually.
b. Posting in a prominent and accessible location and distribution in a manner to assure notice to all agency employees without exception the agency's sexual
harassment policy. Such documents may meet, but must not exceed, the 6th grade literacy level. Distribution must occur annually thereafter.
c. Providing training on sexual harassment prevention and the agency's sexual harassment policy as a component of all ongoing or new employee training
programs.” See 775 Ill. Comp. Stat. § 5/2-105(B)(5).
Enforcement
Illinois Department of Human Rights (IDHR)
Citation
775 Ill. Comp. Stat.Ann. 5/1-101 et seq. § 5/2-102; 56 Ill Adm. Code § 5210.110.

Indiana
Civil Rights Law protects religion, race, color, sex, disability, national origin, ancestry, and age (40-70), rehabilitated drug users or those currently enrolled in
rehabilitation programs.
Same as Federal
Who May Be Liable
Employer
Indiana has no specific training and education requirements.

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Enforcement
Indiana
State of Indiana Civil Rights Commission
(continued)
Citation
Ind. Code Ann. §§ 22-9-1-1 et seq., and 22-9-2-1, et seq.; 22-9-5-6, 22-9-5-19.

Iowa Protected Categories
Civil Rights Act protects race, color, creed, national origin, religion, sex, age (18+ or adult status), pregnancy, childbirth and related medical conditions (AIDS and
positive HIV test), gender identity, physical or mental disability, genetic testing, and sexual orientation.
Same as Federal
Who May Be Liable
Iowa requires all employers to provide non-harassment training for supervisors and managers, and state agencies must also provide affirmative action training, as
explained below.
The Iowa Civil Rights Commission’s website indicates “supervisors and managers need to be trained about their roles in preventing harassment and about what to do if
harassment happens.This training needs to be on-going, so that all new employees will have the same information. Persons designated to receive and investigate
complaints need specialized training in these skills.”
Executive Order No. 46 (1982) also indicates that “all state agencies shall make affirmative action training available for administrative and supervisory personnel”
working in human resources.
Enforcement
Iowa Civil Rights Commission
Citation
Iowa Code §§216.6, 729.6.

Kansas
Acts Against Discrimination protects race, religion, color, sex (including pregnancy, childbirth and related medical conditions), genetic testing, military status,
disability, national origin or ancestry, and age (18+).
Kansas employers may not use AIDS/HIV information in making employment decisions.
Same as Federal
Who May Be Liable

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Kansas
Kansas has no specific training and education requirements.
(continued)
Enforcement
Kansas Human Rights Commission (KHRC)
Citation
Kan. Stat.Ann. §§ 44.1009; 75-2941; Kan.Adm. Regs. § 21-32-6
Kan. Stat.Ann. § 65-6002

Kentucky
Kentucky Civil Rights Act protects color, race, national origin, religion, sex (pregnancy, childbirth, or related medical conditions), age (40+), mental and physical
disability (HIV/AIDS), and smoker/nonsmoker status.
Sexual and political orientation is protected for public employees.
Same as Federal
Who May Be Liable
Employer
Kentucky has no specific training and education requirements.
Enforcement
Kentucky Commission on Human Rights
Citation
Ky. Rev. Stat.Ann. §§ 18A.140; 207.130, 207.135, 344.010, 344.040, 344.090, 436.165.
Exec. Order 2003-533.

Louisiana
Employment Discrimination Law protects religion, sex, disability, age (40+), race, color, sickle-cell trait, pregnancy (employers with 25 or more employees for 20
calendar weeks), military status, national origin, genetic information, childbirth and related medical conditions, and smoking.
Sexual orientation and political affiliation is protected for state employees.
Same as Federal

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Who May Be Liable
Louisiana
In general, supervisors can only be held personally responsible for actions taken at work if the following criteria have been met:
(continued)
1. The principal or employer owes a duty of care to the third person, the breach of which caused the damage for which recovery is sought.
2. This duty is delegated by the principal or employer to the supervisor or other person.
3. With regard to the personal (as contrasted with technical or vicarious) fault, personal liability cannot be imposed upon the officer, agent, or employee simply
because of his general administrative responsibility for performance of some function of the employment. He must have a personal duty towards the injured
plaintiff, breach of which specifically has caused the plaintiff’s damages. If the defendant’s general responsibility has been delegated with due care to some
responsible subordinate or subordinates, he is not himself personally at fault and liable for the negligent performance of this responsibility unless he personally
knows or personally should know of its nonperformance or mal-performance and has nevertheless failed to cure the risk of harm. See e.g. Manning v. United Med.
Corp., 902 So. 2d 406 (La.App. 4 Cir. 2005).
Louisiana has no specific training and education requirements.
Enforcement
Louisiana Commission on Human Rights
Citation
La. Rev. Stat.Ann. §§ 23:301, 23:312, 23:323, 23:332, 23:342, 23:352, 23:368, 23:966, 29:404.
Exec. Order 2004-54.

Maine
The Maine Human Rights Act prohibits discrimination and retaliation of employees, applicants, and contractors based on race, color, sex, pregnancy, sexual
orientation, HIV/AIDS testing, genetic information or testing, physical or mental disability, religion, age, ancestry, gender identity or national origin.
Marital status and political orientation is protected for public employees.
Same as Federal
Who May Be Liable
Employer
Maine requires all employers to provide non-harassment training for employees, with special requirements for supervisory employees, as explained below.
In workplaces with 15 or more employees, employers shall conduct an education and training program for all new employees within one year of commencement of
employment that includes, at a minimum, the following information: the illegality of sexual harassment; the definition of sexual harassment under state and federal
laws and federal regulations, including the Maine Human Rights Act and the Civil Rights Act of 1964, 42 United States Code,Title VII, Sections 2000e to 2000e-17; a
description of sexual harassment, utilizing examples; the internal complaint process available to the employee; the legal recourse and complaint process available
through the commission; directions on how to contact the commission; and the protection against retaliation as provided under Title 5, section 4553, subsection 10,
paragraph D.

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Maine
Employers shall conduct additional training for supervisory and managerial employees within one year of commencement of employment that includes, at a minimum,
(continued)
the specific responsibilities of supervisory and managerial employees and methods that these employees must take to ensure immediate and appropriate corrective
action in addressing sexual harassment complaints.
Education and training programs conducted under this subsection by the State, a county or a municipality for its public safety personnel, including, but not limited to,
law enforcement personnel, corrections personnel and firefighters, may be used to meet training and education requirements mandated by any other law, rule or other
official requirement.
See ME Rev. Stat.Ann.Tit. 26 § 807(3).
Enforcement
The Maine Human Rights Commission
Citation
Me. Rev. Stat.Ann. 5 §§ 4551 et seq., 4572; 7051; 26 § 597; Me. Rev. Stat.Ann. 5 §§ 19201, 19204-B, 19301, 19302 (genetic information).

Maryland
Fair Employment Practices Act protects color, religion, race, sex (pregnancy), national origin, age, marital status, sexual orientation, genetic information, disability,
and genetic testing.
Same as Federal
Who May Be Liable
Employer
Maryland encourages, but does not specifically require, non-harassment training.
The Maryland Commission on Human Relations has indicated that, in deciding a sexual harassment case, it will favorably consider the preventative steps, including
training and education, the employer has taken.
Enforcement
Maryland Commission on Human Relations
Howard County Office of Human Rights
Montgomery County Human Relations Commission
Prince George's County Human Relations Commission (HRC)
Citation
Md. Code art. 49B, §§ 1, 16; Labor & Employment § 3-701.

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Massachusetts
Massachusetts' Fair Employment Practices Act protects race, color, religious creed, national origin, age (40+), ancestry, sex (pregnancy, childbirth and related
(continued)
medical conditions and maternity leave), HIV/AIDS testing, sexual orientation (includes transgender), military status, genetic information, and handicap, mental illness,
and arrest records.
Same as Federal
Who May Be Liable
Supervisors may be held individually liable for discrimination and harassment under the Fair Employment Practices Act, M.G.L.ch. 151B, §1, et seq.
Massachusetts encourages, but does not specifically require, non-harassment training for employees and supervisors.
Within one year of hiring or promotion, Massachusetts' Fair Employment Practices Act encourages employers to conduct a harassment and discrimination training
program for all new employees, supervisors and managers. Supervisors and managers should receive additional sexual harassment training on their responsibilities for
preventing sexual harassment and responding to sexual harassment complaints.
Enforcement
Massachusetts Commission Against Discrimination (MCAD)
Citation
M.G.L. 151B, §4; 149, § 24A; 149, § 105D
Code of Mass. Regs., 804-3-302
See Lie v. Sky Publishing Corp., 15 Mass. L. Reptr. 412 (Mass Super. 2002).

Michigan
Elliott Larsen Civil Rights Act protects race, color, national origin, religion, height, weight, sex, disability, age, marital status, childbirth and related conditions except
non-therapeutic abortions, genetic testing, and pregnancy.
Same as Federal
Who May Be Liable
Michigan offers training regarding its disability laws, as explained below.
According to Michigan’s disability laws, “The department of civil rights shall offer education and training programs to employers, labor organizations, and employment
agencies to assist employers, labor organizations, and employment agencies in understanding the requirements” under Michigan’s disability law.
See Mich. Comp. Las.Ann., § 37.1212.

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Enforcement
Michigan
Michigan Department of Civil Rights (MDCR)
(continued)
Citation
Mich. Comp. Laws §§ 37.1202, 37.2201, 37.2202 et seq.; 37.2205a, 37.2701

Minnesota
Human Rights Act protects sex (pregnancy, childbirth, and related conditions), marital status, status with regard to public assistance, race, age (25+), color, creed,
religion, ancestry, national origin, membership or activity in a local commission, disability, genetic testing, and sexual orientation (actual, perceived, or transgender).
Same as Federal
Who May Be Liable
Minnesota has no specific training and education requirements.
Enforcement
Minnesota Department of Human Rights (MDHR)
Citation
Minn. Stat.Ann. §§ 363A.08, 363A.03, 364.03, 364.04.
Minn. Stat. § 181.81.
Minn. Stat.Ann. § 181.974

Mississippi
Mississippi protects color, religion, race, sex, national origin, age, or handicap.
**Applies only to public employment.
Same as Federal
Who May Be Liable
Mississippi has no specific training and education requirements.
Enforcement
Mississippi has no state agency that enforces antidiscrimination laws; see the local EEOC office(s).

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Citation
Mississippi
Miss. Code Ann. §§ 25-9-149, 43-6-15
(continued)

Missouri
Missouri Human Rights Act protects color, religion, national origin, sex, race, ancestry, age (40-70), HIV/AIDS testing, rehabilitated drug users, and disability, and
genetic information.
Same as Federal
Who May Be Liable
Missouri has no specific training and education requirements.
Enforcement
Missouri Commission on Human Rights (MCHR)
Citation
Rev. Statutes of Missouri §§ 213.055, 191.665; 375.1306.

Montana Protected Categories
Human Rights Act protects religion, color, sex (pregnancy), physical or mental disability, race, creed, age, national origin, and marital status.
Sexual orientation and political orientation are also protected for state employees.
Same as Federal
Who May Be Liable
Montana has no specific training and education requirements.
Enforcement
The Montana Department of Labor and Industry is the state agency which enforces Montana's discrimination laws.
The Human Rights Bureau of the Department receives and investigates complaints of discrimination.
The Hearings Bureau of the Department conducts hearings in discrimination cases.
The Montana Human Rights Commission hears appeals of decisions by the hearings examiner and decisions of the Human Rights Bureau to dismiss cases.

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Citation
Montana
Montana Code Ann. §§ 49-2-101, 49-2-303(1)(a), 49-2-308-311, 49-4-101.
(continued)
Mont. Const. art. II, § 4
Mont.Admin. Rules Title 2, Ch. 21, Sub. Ch. 40, §§2.21.4001- 2.21.4014.
Exec. Order No. 7-82

Nebraska
Nebraska Fair Employment Practices Act protects sex (pregnancy), disability, race, color, national origin, religion, age (40-70), marital status, HIV/AIDS status, and
genetic testing information.
Political orientation is protected for public employees.
Same as Federal
Who May Be Liable
Employer
Nebraska has no specific training and education requirements.
Enforcement
Nebraska Equal Opportunity Commission (NEOC)
Citation
Neb. Rev. Stat. §§ 20-160; 20-168(1), 48-1101, 48-1104, 48-2361
Neb.Admin. R. & Regs. 1-8.

Nevada
Fair Employment Practices Law protects sex, sexual orientation (actual/perceived), pregnancy, age, genetic testing, disability, race, color, religion, and national origin,
Political orientation is also protected for public employees.
Same as Federal
Who May Be Liable
Employer

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Nevada
Nevada requires state employers to train employees on non-harassment, but it only encourages private employers to do so.
(continued)
The Nevada Equal Rights Commission’s web site indicates that “prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged
to take steps necessary to prevent sexual harassment from occurring.They should clearly communicate to employees that sexual harassment will not be tolerated.”
Nevada requires all state employees to take a certified class on sexual harassment within six months of their appointment, and to attend a refresher course every two
years thereafter. If necessary, employees may be required to retake all or part of each class to be sure they have assimilated the training. See Nev.Admin. Code ch. 284,
s. 496.
Enforcement
Nevada Equal Rights Commission (NERC)
Citation
Nev. Rev. Stat. §§ 281.370, 613.040, 613.310, 613.320, 613.330, 613.333, 613.335, 613.340, 613.345.

New Hampshire Protected Categories
Law Against Discrimination protects race, religious creed, color, marital status, physical or mental disability, genetic testing, age, sex (pregnancy), sexual orientation,
and national origin.
Same as Federal
Who May Be Liable
New Hampshire requires state employers to provide education and training to employees, as explained below.
The State's policy against sexual harassment shall be communicated in writing to all state employees. Educational posters communicating the State's opposition to
sexual harassment shall be conspicuously and continuously displayed in the workplace. Such notices shall advise state employees of the right to initiate a sexual
harassment complaint through the procedures outlined in NH’s policy as well as the right to initiate complaints with the New Hampshire Commission on Human Rights
and/or the Equal Employment Opportunity Commission.
Each state department or agency shall conduct periodic training to inform employees of the state's policy prohibiting sexual harassment and retaliation and the
complaint and investigation procedure set forth herein. Such training shall include the following components:
A.For all employees:As part of general orientation, each recently hired employee shall be provided a copy of NH’s policy and during their first year of employment shall
attend a training session regarding NH’s policy.
B. For all supervisory employees:All supervisory personnel shall annually participate in a training session on sexual harassment and other forms of discrimination which
includes information about the types of conduct which will not be tolerated in the workplace.
Executive Order 2006-9

18

50 STATE SURVEY
Enforcement
New Hampshire
New Hampshire Commission for Human Rights
(continued)
Citation
N.H. Rev. Stat. §§ 275:37; 354:A-2, 354:A-6; 354:A-7; 141-H:3.

New Jersey Protected Categories
Law Against Discrimination (LAD) protects nationality, ancestry, age (18-70), sex (pregnancy), race, creed, color, national origin, civil union status, marital status,
domestic partnership status, affectional or sexual orientation, disability (HIV/AIDS), gender identity or expression, atypical hereditary, cellular or blood trait, genetic
information or the refusal to submit to a genetic test or make available the genetic test of an employer, and military service.
Same as Federal
Who May Be Liable
New Jersey courts expect that supervisory employees will receive non-harassment training, as explained below.
In Gaines v. Bellino, 801 A.2d 322 (N.J. 2002), the New Jersey Supreme Court discussed what steps employers should take to prevent sexual harassment in the
workplace, which includes, among other things, implementing effective complaint procedures and training supervisors. In its decision, the Court noted the importance of
making such training available to all employees.
Following Gaines, it would likely be determined that training is now required for all employers.
Enforcement
New Jersey Division on Civil Rights (DCR)
Citation
N.J. Stat. §§ 10:3-1, 10:5-12.
Bergen Commercial Bank v. Sister, 157 N.J. 188 (1999)
Andersen v. Exxon Corp., 89 N.J. 483 (1982).

New Mexico
New Mexico Human Rights Act of 1969 protects color, national origin, ancestry, religion, race, sex (pregnancy), age, physical or mental handicap, genetic
information, serious medical condition, HIV testing.
Employers with 15 or more employees must protect against sexual orientation or gender identity discrimination.
Employers with 50 or more employees must protect spousal affiliation.
Same as Federal

19

50 STATE SURVEY
Who May Be Liable
New Mexico
(continued)
New Mexico requires that school personnel receive regular non-harassment training and/or education, as explained below.
New Mexico's state code provisions dealing with primary and secondary education includes a section on Standards of Professional Conduct requiring all licensed school
personnel to be educated at least once a year about sexual harassment by “attending periodic training” or “reviewing sexual harassment literature.” See N.M.A.C.
6.60.9.9 (C)(11).
Enforcement
New Mexico Department of Labor
Human Rights Division
Citation
N.M. Stat. §§ 28-1-7; 24-21-4; 28-10A-1; N.M.Admin Code 9.1.1.7(HH).
Exec. Order 85-15.

New York
New York State Human Rights Law protects race, creed, color, national origin, age (18+), military status, sex (includes transgender), pregnancy, disability, genetic
predisposition or carrier status, sexual orientation, arrest or conviction, marital status, and non-work activities which do not violate federal or state law.
Political orientation is also protected for state employees.
Same as Federal
Who May Be Liable
New York has no specific training and education requirements.
Enforcement
New York Division of Human Rights (DHR)
New York City Commission on Human Rights
Citation
NY CLS Exec §§ 291, 292, 296; N.Y. Civil Rights Law §§40-c, 42-44; 47-b; NY Labor Laws § 201-d; Executive Order 6, 19.
Fletcher v. Kidder, Peabody & Co., 619 N.E.2d 998 (N.Y. 1993)
NY Civ. Serv. Law §107
Executive Order 28.

20

50 STATE SURVEY
North Carolina
North Carolina protects sex, race, color, national origin, religion, age, disability/handicap, sickle-cell or hemoglobin C trait, genetic testing and information, and HIV/AIDS
status or testing.
Same as Federal
Who May Be Liable
North Carolina strongly encourages state agencies to provide non-harassment training, as explained below.
All state agencies must develop a “plan on unlawful workplace harassment.”The agencies should include “utilization of training and other methods” in their plans to
train state employees.
25 N.C.A.C. 1J.1101.
Enforcement
North Carolina Human Relations Commission
Citation
N.C. Gen. Stat. §§ 95-28.1, 95-28.1A, 130A-148, 143-422.2

North Dakota
North Dakota Human Rights Act protects age (40+), mental or physical disability, status with regard to marriage or public assistance, race, color, religion, sex
(including pregnancy, pregnancy-related disabilities, and childbirth), participation in lawful activities during non-work hours off the employer's premises, which is not in
direct conflict with the essential business-related interests of the employer, and national origin.
Same as Federal
Who May Be Liable
North Dakota has no specific training and education requirements.
Enforcement
North Dakota Department of Labor-Human Rights Division
Citation
N.D. Cent. Code § 14-02.4 et seq.

21

50 STATE SURVEY
Ohio
Fair Employment Practices Act protects color, religion, ancestry, sex (pregnancy and related conditions), national origin, race, and disability (including HIV/AIDS
status), and age (40+).
Sexual orientation and gender identity is protected for state employees covered by Executive Order 2007-10S.
Same as Federal
Who May Be Liable
Ohio encourages, but does not specifically require, non-harassment training.
The Ohio Administrative Code states that “prevention is the best tool for the elimination of sexual harassment.An employer should take all steps necessary to prevent
sexual harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of
their right to raise and how to raise the issue of harassment under Chapter 4112 of the Revised Code, and developing methods to sensitize all concerned.” Ohio Adm.
Code 4112-5-05(J)(7).
Enforcement
Ohio Civil Rights Commission (OCRC)
Citation
Ohio Rev. Code §§ 4112.01.; 4112.02; 4112.14. See also Ohio Adm. Code 4112-5-05.
Executive Order 2007-10S

Oklahoma Protected Categories
Anti-Discrimination Act protects age (40+), race, color, religion, sex (pregnancy), genetic testing, handicap, and national origin.
Political opinions or affiliations of public employees are also protected.
Same as Federal
Who May Be Liable
Employer
Oklahoma requires specific training for employees who investigate complaints of discrimination, as explained below.
Section 840-2.1 (F)(1) of Title 74 and Section 10-3-20 of Title 530 of the Oklahoma Statutes requires state employees who investigate complaints of discrimination to be
trained on such topic.The training should include:
(1) four days of initial discrimination complaints investigator training either conducted by the Office of Personnel Management or approved by the Administrator; and

22

50 STATE SURVEY
Oklahoma
(2) a minimum of one investigation under the guidance of a senior EEO investigator, designated by the Administrator.The senior EEO investigator shall advise and
(continued)
support the investigator in developing competency in investigating complaints of discrimination; and
(3) a minimum of six hours of classroom instruction or 0.6 Continuing Education Units (CEUs) in training each calendar year.
Discrimination complaints investigator training shall provide participants with a current knowledge of:
(1) Oklahoma and federal equal employment opportunity laws and rules;
(2) theories of discrimination and burdens of proof;
(3) planning and conducting complete and impartial investigations;
(4) techniques for interviewing witnesses;
(5) collecting relevant evidence;
(6) documenting the record of investigation; and
(7) preparing the written report of investigation.
Enforcement
Oklahoma Human Rights Commission (OHRC)
Citation
25 Okla. Stat. §§ 1201, 1301-1308, 1311, § 74- 840-2.9, §7 74-954; Okl.Admin. Code § 335:15-3-9.
36 Okl. St. § 3614.2

Oregon Protected Categories
Oregon protects national origin, sex, pregnancy, childbirth, pregnancy related conditions, race, color, religion, age (18+), physical or mental disability (employers having
6 or more employees), sexual orientation (actual, perceived; including gender identity), genetic screening, expunged juvenile records, personal associations, marital
status and familial status.
Same as Federal
Who May Be Liable
Employer
Oregon encourages, but does not require, non-harassment training.
According to Oregon Department of Labor’s website, “The employer should emphasize the importance of its sexual harassment policy through communication and
training.Training for staff is essential. Employers should have departmental or unit meetings to explain policies and grievance procedures, so that all employees
understand what is prohibited conduct and how to complain about it.”

23

50 STATE SURVEY
Enforcement
Oregon
Bureau of Labor & Industries (BOLI)
(continued)
Civil Rights Division
Citation
Or. Rev. Stat. §§ 174.100, 236.380, 240.306, 659A.001-659A.990. (specifically §§ 659A.001; 659A.006; 659.009; 659A.029; 659A.030; 659A.100; 659A.106; 659A.112;
659A.142; 659A.303; 659A.309)

Pennsylvania
Human Relations Act protects religious creed, ancestry, age (40+), sex (pregnancy), willingness or refusal to perform or participate in abortion, national origin, race,
color, use of support or guide animal, non-job related handicap or disability, and persons with GED’s.
Same as Federal
Who May Be Liable
Pennsylvania requires non-harassment training for all state employees, but it only encourages such training for private employers.
Pennsylvania's Human Relations Act provides that “Commonwealth employees will be educated in sexual harassment.”The required training can be conducted
through orientations sessions, formal training, videos, discussion, written materials, and individual counseling. 4 Pa. Code § 7.595.
The Agency Guidelines on Sexual Harassment provide that “prevention is the best tool for the elimination of sexual harassment.An employer should take all steps
necessary to prevent sexual harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions,
informing employees of their right to raise and how to raise the issue of harassment under Title VII and the Pennsylvania Human Relations Act, and developing methods
to sensitize all concerned.” See Pa. B. Dec. No. 81-201.
Enforcement
Pennsylvania Human Relations Commission (PHRC)
Citation
Pa. Const. art. I, § 28, 43 Pa. Cons. Stat. §§951-963, 16 P.A. Stat. § 41.102
Executive Order 2003-10

24

50 STATE SURVEY
Rhode Island
Fair Employment Practices Act protects pregnancy, ancestral origin, disability (physical/mental impairment), genetic testing, race, color, sex (pregnancy), age (40+),
sexual orientation or expression (actual, perceived, or gender identity) religion, HIV testing; and tobacco use during non-work time.
Same as Federal
Who May Be Liable
Rhode Island encourages, but does not specifically require, non-harassment training.
Employers are encouraged to conduct training for all employees under the state’s Sexual Harassment, Education, and Training Law.Training is to be conducted within
the first year of employment, and supervisors are to receive training in addition to that provided to regular employees. See R.I. Gen. Laws ch. §§ 28-51-2(c), 28-51-3.The
training should address the following topics:
i. A statement that sexual harassment in the workplace is unlawful;
ii. A statement that it is unlawful to retaliate against an employee for filing a complaint of sexual harassment or for cooperating in an investigation of a complaint for
sexual harassment;
iii. A description and examples of sexual harassment;
iv. A statement of the range of consequences for employees who are found to have committed sexual harassment;
v. A description of the process for filing internal complaints about sexual harassment and the work addresses and telephone numbers of the person or persons to
whom complaints should be made; and
vi. The identity of the appropriate state and federal employment discrimination enforcement agencies, and directions as to how to contact these agencies.
For supervisory and managerial employees, the training should also address the specific responsibilities and the methods these employees should use in addressing
sexual harassment complaints.
See R.I. Gen. Laws ch. §§ 28-51-2(b); 28-51-2(c).
Enforcement
Rhode Island Commission for Human Rights
Citation
R.I. Gen. Laws, §§ 23-6-22; 23-20.10-14(a); 28-5-1; 28-5-3; 28-5-5; 28-5-6; 28-5-7; 28-6.71

South Carolina
South Carolina protects religion, color, sex (pregnancy), race, age (40+), national origin (includes ancestry), and disability.
Same as Federal

25

50 STATE SURVEY
Who May Be Liable
South Carolina
Employer
(continued)
South Carolina has no specific training and education requirements.
Enforcement
South Carolina Human Affairs Commission
Citation
S.C. Code Ann. §§ 1-13-10; 1-13-20; 1-13-30; 1-13-80.

South Dakota
South Dakota protects color, creed, religion, sex (pregnancy), race, national origin, ancestry, and disability (physical/ mental impairment).
Age (40+) and political affiliation for public employees is protected.
Same as Federal
Who May Be Liable
Employer
South Dakota has no specific training and education requirements.
Enforcement
South Dakota Division of Human Rights
Citation
S.D. Cod. Laws, §§ 20-13-1; 20-13-10

Tennessee
Human Rights Act Race protects handicapped individuals, age (40+) race, color, religion, creed, sex, and national origin.
Same as Federal
Who May Be Liable
There is no general individual liability under the Tennessee Human Rights Act’s (THRA) anti-discrimination provisions, however, “an individual who aids, abets, incites,
compels, or commands an employer to engage in employment-related discrimination has violated the THRA,” and may be held personally liable.Tenn. Code Ann. § 4-
21-301(a)(2).An individual also may be held personally liable under Tennessee’s malicious harassment statute.Tenn. Code Ann. § 4-21-701.

26

50 STATE SURVEY
Tennessee
Tennessee expects state employees to receive non-harassment training and education.
(continued)
Tennessee’s Department of Personnel is to “assist each department and entity of state government in the planning and conduct of training workshops to prevent sexual
harassment from occurring.The department is also directed to design an orientation session with appropriate materials, which shall be made available to the
departments for distribution to each new employee.” See.Tenn. Code § 4-3-1703(4).
Enforcement
Tennessee Human Rights Commission (THRC)
Citation
Tenn. Code, §§ 4-21-101 through 4-21-108; 4-21-401; 39-17-309.
Tenn. Code §§ 8-50-103; 8-50-104.

Texas
Texas Commission on Human Rights Act and Texas Fair Housing Act protects color, disability, religion, age (40+), sex (pregnancy), race, national origin, and
HIV/AIDS/genetic testing/information.
Same as Federal
Who May Be Liable
Employer
Texas requires non-harassment training for state employees.
Texas requires that employment discrimination and sexual harassment training be conducted for all state agency employees within 1 month of starting employment.
Renewal training must be repeated every two years. See Tex. Lab. Code. § 21.010.
Enforcement
Texas Workforce Commission Civil Rights Division
Citation
Tex. Labor Code, Ch. 21 (§§21.002; 21.051);Tex. Labor Code Ch.81 (§§ 81.101, 81.102).

Utah
Utah Antidiscrimination Act of 1965 protects color, sex, pregnancy, disability, age (40+), race, religion, national origin, and genetic information.
Political orientation is protected for some public employees.
Same as Federal

27

50 STATE SURVEY
Who May Be Liable
Utah
Employer
(continued)
Utah requires non-harassment training for all state employees, with additional requirements for supervisors.
The Utah Department of Human Resource Management Rules require all public employers to conduct harassment prevention training. See Utah Admin. Code § 477-15-
7.
The training must occur within 90 days of hire and refresher training is to be completed at least every three years.Temporary employees and volunteers must also be
provided with the necessary information.
The training should cover: the types of protected class harassment, retaliation, how to make a complaint (both internally and with the state), and supervisor
responsibilities.
Supervisors are to receive more in-depth training than regular employees.
The Department of Human Resource Management and Risk Management must approve all training programs.
Enforcement
Labor Commission of Utah
Antidiscrimination and Labor Division
Citation
Utah Code Ann. §§ 34A-5-101; 34A-5-106; 26-45-103.
Utah Code Ann §§67-19-3.1; 17-28-2.6.

Vermont
Fair Employment Practices Act protects race, color, age (18+), religion, sex (pregnancy), sexual orientation, gender identity, national origin, ancestry, place of birth,
HIV status or testing, and mental or physical disability. (Marital status protected only under public accommodations.)
Sexual orientation is protected for public employees.
Same as Federal
Who May Be Liable

28

50 State Harrassment Training Overview

50 State Harrassment Training Overview

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