When an employee tells a supervisor “I’m not making a formal complaint, but you should know,” the company now knows. What the supervisor does next often decides whether that conversation gets resolved or turns into a claim.
EANE’s live, interactive course prepares managers and supervisors for those moments. Working through real workplace examples, they learn where the legal lines fall in gray areas, what to do when someone raises a concern, and which everyday reactions count as retaliation. The course meets Connecticut’s two-hour sexual harassment prevention training requirement.
What managers and supervisors learn
By the end of the session, managers and supervisors can:
- Recognize harassment and discrimination under the law. Sexual harassment, hostile work environment, and quid pro quo, plus discrimination based on any protected characteristic, including disability, age, pregnancy, religion, national origin, sexual orientation, and gender identity.
- Respond when someone raises a concern. That includes the hard versions: the employee who asks them to keep it quiet, the complaint about a high performer, the comment overheard at a happy hour or seen in a group chat.
- Spot and prevent retaliation. Schedule changes, sudden scrutiny, and being left out of meetings can all look like retaliation after a complaint, even when the supervisor means well.
- Understand their role in an investigation. When to escalate to HR, what to document, and what to leave to the investigator.
- Know the penalties. The civil and criminal consequences of harassing behavior, the remedies available to employees, and the cost to the company.
Harassment training requirements in New England
- Connecticut. Employers with three or more employees must give every employee two hours of sexual harassment prevention training. New hires must be trained within six months. Employers with fewer than three employees must train supervisors. Supplemental training is required at least every ten years.
- Maine. Employers with 15 or more employees must train new employees within one year and give supervisors and managers additional training within one year on their specific responsibilities and on taking immediate corrective action. This course covers those supervisor topics.
- Massachusetts, Rhode Island, New Hampshire, and Vermont. None of the four requires harassment training for private employers. Massachusetts employers with six or more employees must distribute a written sexual harassment policy every year. Rhode Island and Vermont also require written policies.
Training your whole management team
For groups, we run this course privately, live virtual or onsite at your location, on your schedule. Private sessions can reference your own harassment policy and reporting channels, so managers learn the exact steps your company expects. Contact us for group pricing, or learn more about onsite training. If your managers can’t make a live session, ask about on-demand harassment prevention training.
If a complaint has already come in, EANE also provides impartial workplace investigations. HR teams that run their own investigations can build that skill in our internal investigations workshop.
Frequently asked questions
Does this course meet Connecticut’s two-hour sexual harassment training requirement for supervisors?
Yes. The course runs two and a half hours, live, with time for questions, and covers the federal and Connecticut legal content the Connecticut Commission on Human Rights and Opportunities (CHRO) requires. It also goes further on what supervisors must do when they learn of a problem.
How is this different from the training our employees take?
The employee course teaches people to recognize harassment, step in as bystanders, and report it. Managers carry more. The law treats them as agents of the company, so once a supervisor knows about a problem, the company is considered to know too. The manager course covers those duties: receiving complaints, escalating them, preventing retaliation, and handling gray areas.
We’re in Massachusetts and training isn’t required. Why should our managers take this?
Under Massachusetts law, an employer is liable for sexual harassment by a supervisor even if nobody reported it, and for coworker harassment a supervisor knew about and didn’t stop. This course teaches supervisors to spot problems early and handle the first complaint correctly.
How soon after promoting someone to supervisor do they need to be trained?
In Connecticut, every employee needs the two-hour training within six months of hire, and at employers with fewer than three employees, new supervisors need it within six months of becoming one. In Maine, employers with 15 or more employees must provide the additional supervisor training within one year. The other New England states set no deadline. Training in a new supervisor’s first few months is still the safest practice, ideally before they handle their first complaint.
How often should managers repeat harassment prevention training?
Connecticut requires supplemental training at least every ten years. We recommend refreshing supervisors every two to three years, or sooner after a change in policy, a significant complaint, or a promotion into a larger role.
Do attendees receive a certificate, and what records should we keep?
Attendees receive a certificate of completion. Keep it with your training records along with the date and the course name. Maine expects employers to keep training records for three years, which is a sound practice in every state.
What does it cost, and does it count for HRCI or SHRM credit?
$150 per person for EANE members and $175 for non-members (2026). Register three or more people for the same session and save 10%. Private sessions are priced by group. The course carries 2.5 HRCI and SHRM recertification credits.