Training on investigating sexual harassment complaints is for HR professionals, managers, supervisors and anyone designated to receive or look into complaints. Business owners who set harassment policy also benefit. Investigators should understand the law, consent and retaliation before a complaint arrives. The 15-minute video is in English with Spanish and French closed captions.

Title VII of the Civil Rights Act of 1964 prohibits workplace sexual harassment as a form of sex discrimination. The U.S. Equal Employment Opportunity Commission (EEOC) enforces it for employers with 15 or more employees. Many states have their own laws that reach smaller employers and add training requirements.

An employee generally has 180 calendar days from the harassment to file a charge with the EEOC. The deadline extends to 300 days when a state or local agency enforces a law against the same conduct. Pursuing an internal complaint or other process does not pause these deadlines.

Start a sexual harassment investigation promptly with an impartial investigator. Interview the complainant, the accused and witnesses separately, and gather documents, messages and other evidence. Keep details as confidential as possible and guard against retaliation. Reach a conclusion based on the evidence and document findings and corrective action.

No. Retaliating against an employee who reports sexual harassment or takes part in an investigation is illegal under Title VII. Retaliation includes firing, demotion, schedule changes or other actions that would discourage a reasonable person from complaining. Employers should tell all staff it is prohibited and hold managers accountable.