Prepare Delaware managers to model respectful conduct, respond quickly to complaints and meet their legal duties under state and federal harassment law.
Delaware law requires many employers to provide sexual harassment prevention training, with added content for supervisors, and to repeat it every two years. Supervisors carry particular weight because their actions, or inaction, can make the employer liable. This course is for Delaware managers and supervisors who need to understand that responsibility. The training reviews Delaware's Discrimination in Employment Act alongside Title VII of the federal Civil Rights Act. It explains the difference between quid pro quo and hostile environment harassment and lists prohibited behavior, such as unwelcome advances, offensive remarks and sex-based discrimination. Supervisors learn why they should model appropriate conduct, report incidents promptly and handle complaints confidentially. The course also stresses thorough investigations, swift corrective action and the consequences of failing to comply. The course supports the training required by 19 Del. C. §711A, which applies to employers with 50 or more employees in Delaware. The video runs about 16 minutes in English.
Delaware sexual harassment training for supervisors is for managers and supervisors at Delaware employers with 50 or more employees. State law requires supervisors to receive extra training on their specific responsibilities. The 16-minute English video covers supervisor liability, prompt reporting and confidential handling of complaints.
Title 19, §711A of the Delaware Code requires employers with 50 or more employees in Delaware to provide interactive sexual harassment prevention training. Employees must be trained within one year of hire and every two years after that. Supervisors must receive additional training on preventing and correcting harassment.
A Delaware supervisor who receives a sexual harassment complaint should report it promptly, even if the claim seems doubtful. The employer then needs a thorough, impartial investigation. Share details only with those who need to know, take corrective action when warranted, and protect the person who complained from retaliation.
Delaware supervisors who fail to report sexual harassment can face discipline up to and including termination under typical employer policies. Ignoring harassment also increases the employer's legal liability. Prompt reporting and corrective action are the best ways for supervisors to protect employees and the organization.
A Delaware employer is generally liable for a supervisor's sexual harassment when it leads to a negative employment action. Examples include firing, demotion or lost pay. That outcome is typical of quid pro quo harassment. For hostile environment claims, prompt prevention and correction can help an employer defend itself.
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