Q: We just hired an employee who completed sexual harassment prevention training a month ago with a different employer. Does their Certificate of Completion transfer to their new job with us, as proof of their compliance with Connecticut's training requirements?

A: Unfortunately, no. Connecticut's Time's Up Act, which went into effect Oct. 1, 2019, requires employers with three or more employees to provide sexual harassment prevention training and education to all employees hired after Oct. 1, 2019, within six months of hire.

The law also requires that employers provide:

  • New employees with information on the illegality of sexual harassment and remedies available to victims
  • Existing employees with two hours of training by Oct. 1, 2020 (this date has been extended to Feb. 9, 2021 due to the pandemic)
  • Periodic supplemental training not less than every 10 years

Companies with fewer than three employees must provide two hours of training to all existing supervisory employees by Feb. 9, 2021 or within six months of hire.

The legal duty to provide training and education falls to the employee’s current employer—it is not the employee’s responsibility.

Thus, proof of training completion is not portable—it does not travel with the employee from job to job, even if the training was just recently completed.  

This somewhat illogical result is an inconvenience that many employers have recognized—and is an issue that may be addressed in future legislation.


HR problems? Email or call CBIA’s Diane Mokriski at the HR Hotline (860.244.1900) | @HRHotline