Sexual harassment training for managers is for supervisors, team leads, department heads and executives who direct other employees. Managers carry extra responsibility because their actions and responses can create legal liability for the employer. HR staff who support managers also benefit. The 12-minute video is in English with Spanish and French closed captions.

Federal law does not mandate sexual harassment training, but several states do. California Gov. Code §12950.1 requires two hours for supervisors every two years at employers with five or more employees. New York Labor Law §201-g requires annual training for all employees. Illinois, Connecticut and Delaware also have training laws.

Quid pro quo sexual harassment happens when job benefits or decisions depend on submitting to sexual demands. Examples include a supervisor offering a promotion for a date or threatening discipline after a rejection. Because it relies on workplace authority, it typically involves managers and creates serious employer liability.

A manager who receives a sexual harassment report should listen, take it seriously and write down the facts without judging. Report it promptly to HR or the contact named in company policy, even if the employee asks for secrecy. Protect the employee from retaliation and let the designated investigator handle the inquiry.

Managers need separate sexual harassment training because they act on the employer's behalf. When a supervisor knows about harassment, the company is often considered on notice, and a manager's own misconduct can make the employer directly liable. Managers must also know how to handle complaints and prevent retaliation.