Chicago’s Harassment Prevention Training Requirements
Designed to meet Chicago’s annual training requirement. Protect your employees and your organization: Comply with Chicago regulations.
Chicago Workplace Harassment Prevention Training Requirements
Chicago’s sexual harassment prevention training mandate requires:
- Managers and supervisors to participate in two hours of sexual harassment prevention training annually
- Employees to participate in one hour of sexual harassment prevention training annually
- Employees and managers to participate in one hour of bystander intervention training annually
Current Illinois training requisites do not satisfy Chicago’s sexual harassment prevention and bystander intervention compliance requirements.
Traliant’s Preventing Workplace Harassment course complies with Chicago’s training requirements. The web-based, interactive training is available in three versions:
- Advanced: This 2-hour course should be used by California supervisors, supervisors in the City of Chicago (and supervisors outside of Chicago that supervise employees in Chicago), and all Connecticut employees, supervisors, and non-supervisors, the first time they train.
- Extended: This 1-hour course should be used by non-supervisory employees in California and the City of Chicago.
- Fundamentals: This 45-minute course should be used by both supervisors and non-supervisors in all other states.
This comprehensive course includes information and practical guidance on anti-harassment laws, and covers all these topics and more:
- What is harassment and what isn’t
- Hostile work environment
- Quid pro quo
- Bullying or abusive conduct
- How to report potential harassment
- Identifying, understanding and preventing retaliation
- Bystander intervention
- Supervisors’ duties
- Harassment in the context of remote or hybrid workplaces
- Social media use and harassment
- Workplace discrimination
- Consequences of workplace discrimination and harassment
- Consensual relationships at work
*Disclaimer: This information should not be viewed as legal advice and is intended to provide general information on state laws, which are subject to change. Please consult your legal counsel for interpretation of the laws.
