• Connecticut's labor harassment laws protect both the employer and employee.problem image by Lev Dolgatshjov from Fotolia.com
  
  Sexual harassment in the workplace is defined as an unwelcome advance or request for sexual favor when the person receiving the advance or request feels her job may be affected. For example, if a woman feels she could be fired or demoted if she does not give in to a sexual advance by her superior, this constitutes harassment. In Connecticut, labor harassment laws are in place to protect both the employer and the employee.
  
  

Harassment Examples

• Harassment can come in many forms, such as suggestive or lewd remarks; a derogatory poster, drawings or emails; unwanted touching, kissing or hugs; requests for sexual favors; and any type of retaliation for complaining about sexual harassment.
  
  

Post Notices

• Employers must post in an accessible area any notices regarding sexual harassment and what steps need to be taken should an employee feel he has been harassed. This posting should include the definition of harassment, examples and solutions, including a cease and desist order, back pay and compensatory damages. Common places for employers to post the harassment notice would be in employee break rooms or kitchens, and possibly by a time clock.
  
  

Training

• A company with more than 50 employees must provide at least two hours of annual harassment training to any employee in a supervisory position. The training will take place in a classroom setting and allows participants to ask questions and interact with facilitators.
  
  

Records

• Companies must keep records of harassment training, including the names, addresses and qualifications of any person leading the training; the curriculum of the training session; and the names and titles of any employees who attended the session. Employers are encouraged to keep these records for up to one year after the training.