All employees benefit from sexual harassment training, and several states require it. California, New York, Illinois, Connecticut and Delaware mandate training for covered employers, with rules on employer size and frequency that vary by state. Even where it is not required, training helps employees recognize harassment and know how to report it.

Title VII of the Civil Rights Act of 1964 prohibits sexual harassment as a form of sex discrimination for employers with 15 or more employees. Many states have their own laws that reach smaller employers and add training requirements, such as New York Labor Law §201-g and California Government Code §12950.1.

Quid pro quo harassment happens when job benefits such as hiring, promotion or schedules depend on submitting to sexual conduct. Hostile work environment harassment is unwelcome sexual conduct severe or pervasive enough to make the workplace intimidating or offensive. Either type can come from supervisors, coworkers or non-employees.

If you witness sexual harassment, you can speak up in the moment if it is safe, check on the person targeted, and report what you saw through your employer's reporting channels. Write down dates, details and names. Witnesses who report harassment in good faith are protected from retaliation.

No. Retaliating against an employee for reporting sexual harassment, filing a complaint or taking part in an investigation is illegal under federal law. Retaliation can include firing, demotion, cut hours or hostile treatment. This 11-minute course stresses that point and offers Spanish, French, Korean and Urdu closed captions.