A brief primer that helps employees at every level recognize quid pro quo and hostile environment harassment and know their rights when reporting.
Sexual harassment is illegal, and it also erodes morale, productivity and careers. Studies suggest about half of women and one in five men have experienced it at work. This short course is for employees and managers who need a clear, quick refresher on what harassment looks like and how to stop it. The program defines the two recognized types of sexual harassment. Quid pro quo ties job benefits to sexual favors, and one incident is enough to break the law. A hostile environment results from a pattern of unwelcome conduct, such as advances, jokes, comments or touching, including conduct tied to gender identity, sexual orientation or pregnancy. The course shows that harassment can involve any gender or rank, customers and vendors, and can happen online or by phone. It also covers the complaint process, legal protection against retaliation and the consequences for everyone involved. The video runs about 8 minutes and is available in English and Spanish.
Basic sexual harassment prevention training is for every non-supervisory employee, from production and warehouse workers to office and remote staff. Harassment can involve coworkers of any gender or rank, plus customers and vendors, so everyone benefits from knowing the rules. The 8-minute video is available in English and Spanish.
Sexual harassment training is required by law in some states, but not by federal law. Title VII of the Civil Rights Act of 1964 prohibits sexual harassment nationwide. California, New York, Illinois, Connecticut and Delaware mandate training for many employers. Elsewhere, training helps show an employer took reasonable steps to prevent harassment.
Sexual harassment can happen online, by phone or away from the job site, not just in person at work. Unwanted messages, texts, social media comments and remarks during virtual meetings can all count. Conduct at work events or during business travel can also create a hostile environment for the person targeted.
Customers, vendors and other outsiders can sexually harass employees, and employers have a duty to respond. Harassment by a third party should be reported through the same channels as harassment by a coworker. Employers can be held liable when they know about third-party harassment and fail to take corrective action.
Retaliating against someone who reports sexual harassment is illegal under federal law. Retaliation includes firing, demotion, schedule cuts, exclusion or threats aimed at the person who complained or a witness who helped. The protection applies even if the investigation does not confirm harassment, as long as the report was made in good faith.
Schedule a demo with one of our reps
Our extensive Learning Management System allows you to dispatch knowledge and required certificates to teams across your site portfolio.
Our platform caters to all learning styles and scenarios, ensuring effective knowledge retention.
Take control of the learning experience with our configurable class structure. Tailor the training journey to match your organizational needs.
Deliver targeted safety training regimens at every level, putting safety directly into the hands of your workforce.
Deliver more than 400 online safety courses as well as your own training with the SafetyAmp learning management system.
Easily enroll employees into training courses, whether they're in a classroom or taken online - then visualize training history and compliance across multiple locations.
SCORM-compatible
Library of 400+ courses from partner training providers
Create online training courses
Quickly view employee training history
Schedule classroom training sessions
Manage training renewals
Eliminate lost certificates
Built-in reports for training compliance
Other Courses
Build confidence for critical moments through clear Hot Work Safety: Welding, Cutting, and Brazing instruction on frequent hazards associated with welding, cutting, and brazing.
Make workplace requirements clearer. Get a practical overview of spaces using OSHA’s three-pillar criteria for bodily entry in Confined Spaces: Acceptable Entry Conditions.
Give maintenance workers a clear six-step lockout/tagout routine, from identifying hazardous energy to verifying isolation before any work begins.
Made in the U.S.A.
© Copyright 2026