Harassment and discrimination training isn't a checkbox. It's your legal defense. When a charge is filed, the employer who can show real, documented, recurring training limits liability. The one who can't, pays.
This pathway trains your entire workforce on the conduct rules state and federal law require, then hands your HR lead the completion records, the manager dashboard, and the audit-evidence export that prove the program actually ran.
The Faragher-Ellerth defense lets an employer limit liability in a harassment claim, but only with proof of a real prevention program and a working reporting channel. No documented training, no defense. Then punitive damages are on the table.
California, New York, Illinois, Connecticut, Maine, Delaware, and Washington require harassment training on a fixed clock. Miss it and you're out of compliance before anyone files anything.
A registrar, a regulator, or a plaintiff's attorney wants dated proof each person was trained. A binder of sign-in sheets nobody can find is not evidence. A clean completion record is.
Most employers survive the first complaint and lose on how a manager reacted to it. Untrained supervisors create the retaliation claim that costs more than the original.
Each course is built by a practitioner, runs interactive, and ends in a dated completion record your HR lead can pull on demand. Start with the two mandated harassment courses, expand into discrimination, retaliation, and investigations.
The two-hour supervisor training California and five other states require by law, refreshed every two years.
Every supervisor finishes able to spot, stop, and correctly handle conduct issues before they become claims.
The one-hour all-employee companion course that closes the other half of the mandate.
Your whole non-supervisory workforce is trained, aware, and on record, the same way the law expects.
The federal anti-discrimination training covering every protected class your managers make decisions about.
Managers recognize and avoid the everyday decisions that generate EEOC charges.
Most employers survive the first complaint and lose on the retaliation that follows. This is how managers avoid it.
Managers handle the post-complaint window without turning one claim into two.
A documented, competent investigation is the core of the Faragher-Ellerth defense. This builds that discipline.
HR runs investigations that stand up to a regulator, a plaintiff's attorney, and a jury.
The harassment courses are built to the specific hour and content requirements of every state with a training mandate, starting with California's SB 1343. One pathway keeps a multi-state workforce compliant.
Anyone can show a video. What an auditor, a board, or opposing counsel asks for is evidence the program ran and worked. That's what your HR lead walks away with.
Your HR lead sees who's trained, who's overdue, and who's coming up for renewal, across the whole workforce, in one view.
A single export, on demand, that shows dated completion across your team. The document you hand a regulator or attach to a defense.
An assistant scoped to conduct and HR compliance that helps managers draft the policy, the response, or the investigation memo they need.
The 2-year mandate becomes automatic. The dashboard flags renewals before they lapse, so you never fall out of compliance by accident.
We walk your HR or operations lead through the courses, show the manager dashboard live, and export the audit-evidence PDF end to end. After the demo you'll know exactly how this fits your headcount and where pricing lands.