Overview of the Human Rights and Opportunity Act
The Connecticut Human Rights and Opportunities (CHRO) Act provides protection for an individuals civil rights. It prohibits an employer from discriminating on the basis of gender identity or expression, race, age, color, sex, national origin, religious creed, marital status, ancestry, sexual orientation, criminal record (in state employment and licensing only), disability (physical, mental, learning, or intellectual), or genetic information.
Who is Protected by the CHRO?
This statute against workplace discrimination covers smaller employers who are not covered by federal law. If there are between 3 and 14 employees in your workplace, you’re covered under Connecticut state law, but not (with some exceptions) laws enforced by the EEOC. If there are 15 or more employees at your workplace, you fall under BOTH the state and federal law.
If an organization employees fifty (50) or more people, two (2) hours of training to all supervisory employees and to all new supervisory employees within six (6) months of their hiring or promotion to a supervisory role.
Comprehensive training on the Human Rights and Opportunities Act compliance is critical to meeting state agency requirements. Regular monitoring is conducted by state administrative agencies to determine compliance with sections 4a-60 and 4a-60a, and the provisions of the general statutes that prohibit discrimination. Noncompliance may lead to the issuing of a complaint, followed by a scheduled hearing and appropriate proceedings or a certificate of noncompliance.
What We Offer
At Traliant, we help you implement the right compliance training courses to establish and carry out personnel and employment policies in full compliance with Connecticut anti-discrimination statutes. Our training is designed to be easy, straightforward, engaging, interactive, and highly customizable to meet your business needs.
Traliant goes beyond just providing compliance courses. We strive to help you truly understand how to deal with and respond to employment and workplace harassment and discrimination situations by:
- Delivering fresh, user-friendly content through a interactive video.
- Episode-based courses that deliver bite-size training modules.
- Easily customized courses that delivery a custom-course experience at off-the-shelf pricing
To simplify your research, we’ve compiled a checklist of regulations for anti-harassment policy and training. Traliant offers a training suite of Preventing Discrimination and Harassment Courses designed for employees and managers. Our training meets all of the requirements and recommendations for the Connecticut CHRO Act, California AB 1825, and California AB 2053, and is also compliant with the EEOC Guidelines for anti-discrimination training.
|The Connecticut Human Rights and Opportunities Act (CHRO) requires employers with 50 or more employees to provide two hours of training to supervisors. The training should cover these topics:||Covered by Traliant:|
|1. Defining sexual harassment as explicitly set forth in Connecticut law.|
|2. Discussing the types of conduct that may constitute sexual harassment under the law, including that the harasser or the victim may be either a man or a woman, and that harassment can involve persons of the same or opposite sex.|
|3. Describing the remedies available in sexual harassment cases, including, but not limited to, cease and desist orders; hiring, promotion or reinstatement; compensatory damages and back pay.|
|4. Advising employees that individuals who commit acts of sexual harassment may be subject to both civil and criminal penalties;|
|5. Discussing strategies to prevent sexual harassment in the work place.|
|By way of example, but not limited to, the Connecticut CHRO training may also include the following elements:||Covered by Traliant:|
|6. Informing training participants that all complaints of sexual harassment must be taken seriously, and that once a complaint is made, supervisory employees should report it immediately to officials designated by the employer, and that the contents of the complaint are personal and confidential and are not to be disclosed except to those persons with a need to know.|
|7. Conducting experiential exercises such as role playing, coed group discussions and behavior modeling to facilitate understanding of what constitutes sexual harassment and how to prevent it.|
|8. Teaching the importance of interpersonal skills such as listening and bringing participants to understand what a person who is sexually harassed may be experiencing;|
|9. Advising employees of the importance of preventive strategies to avoid the negative effects sexual harassment has upon both the victim and the overall productivity of the work place due to interpersonal conflicts, poor performance, absenteeism, turnover and grievances.|
|10. Explaining the benefits of learning about and eliminating sexual harassment which include a more positive work environment with greater productivity and potentially lower exposure to liability, in that employers--and supervisors personally--have been held liable when it is shown that they knew or should have known of the harassment.|
|11. Explaining the employer's policy against sexual harassment, including a description of the procedures available for reporting instances of sexual harassment and the types of disciplinary actions which can and will be taken against persons who have been found to have engaged in sexual harassment.|
|12. Discussing the perceptual and communication differences among all persons and, in this context, the concepts of "reasonable woman" and "reasonable man" developed in federal sexual harassment cases.|
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