Module 1
Respectful workplace basics
10 to 15 minutes
Defines harassment, unwelcome conduct, power differences, and the difference between a respectful workplace and a hostile environment.
Workplace compliance
Available in English and Spanish
National Course Portal
Workplace Harassment Prevention Foundations
Open employer training for workplace harassment prevention, with bilingual materials, curriculum, certificate records, and per-learner pricing. No state provider approval is claimed; employers should pair the course with their own policy and state-specific requirements.
Status
Open for enrollment. Self-paced online course with certificate included.
admin@nationalcourseportal.com
Curriculum
A curriculum structure prepared for both employees and supervisors
The same base curriculum supports every variant, and each state then adds its own rights, timing, and supervisor-duty overlays. That keeps the course family consistent without pretending every state works the same way.
Core modules
Module 2
Protected characteristics and sexual harassment
15 to 20 minutes
Covers protected categories, hostile-environment examples, quid pro quo concepts, and realistic conduct analysis.
Module 3
Bystander intervention and reporting
10 to 15 minutes
Builds direct, delegate, delay, and document responses while teaching what a clear factual report looks like.
Module 4
Anti-retaliation and response duties
10 to 15 minutes
Explains retaliation, confidentiality limits, complaint handling posture, and the employer's obligation to respond consistently.
Module 5
Supervisor responsibilities
20 to 30 minutes in supervisor variants
Separates what supervisors must do when they observe misconduct, receive a concern, or need to escalate the issue through policy channels.
Module 6
State rights, resources, and acknowledgement
10 to 15 minutes
Adds the state-specific agency references, complaint resources, notice points, and final acknowledgement that align the course to the employer's compliance workflow.
How the variants change
California employee variant
1 hour
Nonsupervisory employees
California supervisor variant
2 hours
Supervisors and managers
New York annual variant
1 hour
Employees and supervisors
New York City Local Law 96 add-on
1 hour annual route
NYC employees, supervisors, qualifying independent contractors, and freelancers
Illinois annual variant
1 hour plus supplement path
Employees, with restaurant add-on option
Chicago bystander intervention add-on
1 additional hour annually
Employees who work in Chicago
Washington isolated-worker safety variant
1 hour annual safety overlay
Covered hotel, motel, janitorial, room-service, retail, security, and property-service workers
Oregon Workplace Fairness Act support variant
1 hour best-practice route
Oregon employers and employees using training to support written policy rollout
Connecticut supervisor-aware variant
2 hours
Employers subject to Connecticut training rules
State overlay content
California harassment prevention overlay
Maps the course to California's 1-hour employee and 2-hour supervisor harassment-prevention structure, including abusive conduct, gender identity/expression, sexual orientation, and FEHA response expectations.
- California employer threshold and two-year training cadence
- Government Code §12950.1 employee and supervisor duration distinctions
- AB 2053 abusive-conduct prevention examples
- SB 396 gender identity, gender expression, and sexual orientation examples
- SB 1300 severe-act, stray-remark, no-rehire, and nondisparagement concepts
- CRD complaint pathway and required employer record alignment
Complete course
California harassment prevention overlay
Objectives
- Recognize workplace harassment, discrimination, retaliation, and bystander intervention concepts in the selected state overlay.
- Use internal reporting channels, external resource awareness, and role-appropriate documentation.
- Connect the training record to the employer policy, certificate, and state-specific supplement.
Requirements
- California Government Code §12950.1 (SB 1343 / AB 1825): Jurisdiction: California. Effective date: 2021-01-01. Last reviewed: 2026-05-21.
- SB 396 gender identity, gender expression, and sexual orientation content: Jurisdiction: California. Effective date: 2018-01-01. Last reviewed: 2026-05-21.
- AB 2053 abusive conduct prevention component: Jurisdiction: California. Effective date: 2015-01-01. Last reviewed: 2026-05-21.
- SB 1300 FEHA harassment standards and employer-liability amendments: Jurisdiction: California. Effective date: 2019-01-01. Last reviewed: 2026-05-21.
1. Respectful workplace basics10 to 15 minutes
Defines harassment, unwelcome conduct, power differences, and the difference between a respectful workplace and a hostile environment.
2. Protected characteristics and sexual harassment15 to 20 minutes
Covers protected categories, hostile-environment examples, quid pro quo concepts, and realistic conduct analysis.
3. Bystander intervention and reporting10 to 15 minutes
Builds direct, delegate, delay, and document responses while teaching what a clear factual report looks like.
4. Anti-retaliation and response duties10 to 15 minutes
Explains retaliation, confidentiality limits, complaint handling posture, and the employer's obligation to respond consistently.
5. Supervisor responsibilities20 to 30 minutes in supervisor variants
Separates what supervisors must do when they observe misconduct, receive a concern, or need to escalate the issue through policy channels.
6. State rights, resources, and acknowledgement10 to 15 minutes
Adds the state-specific agency references, complaint resources, notice points, and final acknowledgement that align the course to the employer's compliance workflow.
New York City Local Law 96 overlay
Adds NYC annual training elements, covered worker thresholds, CCHR/NYSDHR/EEOC complaint pathways, bystander intervention, retaliation, supervisor duties, and record-retention notes.
- Local Law 96 / NYC Administrative Code §8-107(30) coverage
- 80-hour/90-day covered worker threshold for employees, contractors, and freelancers
- NYC Commission on Human Rights, NYSDHR, and EEOC complaint pathways
- Bystander intervention and retaliation examples
- Supervisor and manager responsibility examples
- Annual acknowledgements and three-year record retention
Complete course
New York City Local Law 96 overlay
Objectives
- Recognize workplace harassment, discrimination, retaliation, and bystander intervention concepts in the selected state overlay.
- Use internal reporting channels, external resource awareness, and role-appropriate documentation.
- Connect the training record to the employer policy, certificate, and state-specific supplement.
Requirements
- NYC Administrative Code §8-107(30) / Local Law 96 of 2018: Jurisdiction: New York City. Effective date: 2019-04-01. Last reviewed: 2026-05-21.
1. Respectful workplace basics10 to 15 minutes
Defines harassment, unwelcome conduct, power differences, and the difference between a respectful workplace and a hostile environment.
2. Protected characteristics and sexual harassment15 to 20 minutes
Covers protected categories, hostile-environment examples, quid pro quo concepts, and realistic conduct analysis.
3. Bystander intervention and reporting10 to 15 minutes
Builds direct, delegate, delay, and document responses while teaching what a clear factual report looks like.
4. Anti-retaliation and response duties10 to 15 minutes
Explains retaliation, confidentiality limits, complaint handling posture, and the employer's obligation to respond consistently.
5. Supervisor responsibilities20 to 30 minutes in supervisor variants
Separates what supervisors must do when they observe misconduct, receive a concern, or need to escalate the issue through policy channels.
6. State rights, resources, and acknowledgement10 to 15 minutes
Adds the state-specific agency references, complaint resources, notice points, and final acknowledgement that align the course to the employer's compliance workflow.
Chicago bystander training overlay
Separates Chicago's local bystander hour from the Illinois statewide harassment-training baseline and flags the 2-hour manager/supervisor harassment requirement plus one bystander hour.
- Chicago written policy minimum elements
- Annual harassment-prevention hour for employees
- Two annual harassment-prevention hours for managers/supervisors
- One annual bystander-intervention hour for all employees
- English and Spanish poster and primary-language policy distribution
- Five-year records and retaliation prohibition
Complete course
Chicago bystander training overlay
Objectives
- Recognize workplace harassment, discrimination, retaliation, and bystander intervention concepts in the selected state overlay.
- Use internal reporting channels, external resource awareness, and role-appropriate documentation.
- Connect the training record to the employer policy, certificate, and state-specific supplement.
Requirements
- Chicago Municipal Code §6-10-040: Jurisdiction: Chicago, Illinois. Effective date: 2022-07-01. Last reviewed: 2026-05-21.
1. Respectful workplace basics10 to 15 minutes
Defines harassment, unwelcome conduct, power differences, and the difference between a respectful workplace and a hostile environment.
2. Protected characteristics and sexual harassment15 to 20 minutes
Covers protected categories, hostile-environment examples, quid pro quo concepts, and realistic conduct analysis.
3. Bystander intervention and reporting10 to 15 minutes
Builds direct, delegate, delay, and document responses while teaching what a clear factual report looks like.
4. Anti-retaliation and response duties10 to 15 minutes
Explains retaliation, confidentiality limits, complaint handling posture, and the employer's obligation to respond consistently.
5. Supervisor responsibilities20 to 30 minutes in supervisor variants
Separates what supervisors must do when they observe misconduct, receive a concern, or need to escalate the issue through policy channels.
6. State rights, resources, and acknowledgement10 to 15 minutes
Adds the state-specific agency references, complaint resources, notice points, and final acknowledgement that align the course to the employer's compliance workflow.
Washington isolated-employee overlay
Reflects Washington's January 1, 2026 isolated-employee law for covered hotel, motel, retail, security-guard, and property-services employers, including panic-button and L&I documentation elements.
- Covered employer and isolated-employee definitions
- Sexual harassment, assault, and discrimination prevention
- Protection for reporting state or federal legal violations
- Panic-button use and manager/supervisor response duties
- EEOC, Washington Human Rights Commission, and local advocacy resource list
- Training documentation and L&I request readiness
Complete course
Washington isolated-employee overlay
Objectives
- Recognize workplace harassment, discrimination, retaliation, and bystander intervention concepts in the selected state overlay.
- Use internal reporting channels, external resource awareness, and role-appropriate documentation.
- Connect the training record to the employer policy, certificate, and state-specific supplement.
Requirements
- RCW 49.60.515: Jurisdiction: Washington. Effective date: 2026-01-01. Last reviewed: 2026-05-21.
1. Respectful workplace basics10 to 15 minutes
Defines harassment, unwelcome conduct, power differences, and the difference between a respectful workplace and a hostile environment.
2. Protected characteristics and sexual harassment15 to 20 minutes
Covers protected categories, hostile-environment examples, quid pro quo concepts, and realistic conduct analysis.
3. Bystander intervention and reporting10 to 15 minutes
Builds direct, delegate, delay, and document responses while teaching what a clear factual report looks like.
4. Anti-retaliation and response duties10 to 15 minutes
Explains retaliation, confidentiality limits, complaint handling posture, and the employer's obligation to respond consistently.
5. Supervisor responsibilities20 to 30 minutes in supervisor variants
Separates what supervisors must do when they observe misconduct, receive a concern, or need to escalate the issue through policy channels.
6. State rights, resources, and acknowledgement10 to 15 minutes
Adds the state-specific agency references, complaint resources, notice points, and final acknowledgement that align the course to the employer's compliance workflow.
Oregon Workplace Fairness Act overlay
Positions Oregon as policy-rollout support rather than a statewide annual harassment-training mandate, and flags the ORS 659A.290 citation correction for owner approval before production use.
- ORS 659A.375 written policy requirements
- ORS 659A.370 nondisclosure, nondisparagement, and no-rehire limits
- Five-year limitations-period awareness for listed unlawful employment practices
- Policy copy distribution at hire and when conduct is disclosed
- BOLI complaint and worker-resource awareness
- Correction note: ORS 659A.290 is adjacent, not the central Workplace Fairness Act policy anchor
Complete course
Oregon Workplace Fairness Act overlay
Objectives
- Recognize workplace harassment, discrimination, retaliation, and bystander intervention concepts in the selected state overlay.
- Use internal reporting channels, external resource awareness, and role-appropriate documentation.
- Connect the training record to the employer policy, certificate, and state-specific supplement.
Requirements
- ORS 659A.370 / ORS 659A.375 / ORS 659A.875 (SB 726 Workplace Fairness Act): Jurisdiction: Oregon. Effective date: 2020-10-01. Last reviewed: 2026-05-21.
- ORS 659A.290 (adjacent victim safety-accommodation statute; owner citation correction required): Jurisdiction: Oregon. Effective date: 2010-01-01. Last reviewed: 2026-05-21.
1. Respectful workplace basics10 to 15 minutes
Defines harassment, unwelcome conduct, power differences, and the difference between a respectful workplace and a hostile environment.
2. Protected characteristics and sexual harassment15 to 20 minutes
Covers protected categories, hostile-environment examples, quid pro quo concepts, and realistic conduct analysis.
3. Bystander intervention and reporting10 to 15 minutes
Builds direct, delegate, delay, and document responses while teaching what a clear factual report looks like.
4. Anti-retaliation and response duties10 to 15 minutes
Explains retaliation, confidentiality limits, complaint handling posture, and the employer's obligation to respond consistently.
5. Supervisor responsibilities20 to 30 minutes in supervisor variants
Separates what supervisors must do when they observe misconduct, receive a concern, or need to escalate the issue through policy channels.
6. State rights, resources, and acknowledgement10 to 15 minutes
Adds the state-specific agency references, complaint resources, notice points, and final acknowledgement that align the course to the employer's compliance workflow.