The Commission encourages all employers to take the steps necessary to prevent sexual harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment under the Act, and developing methods to sensitize all concerned. Connecticut Employers of 50 or more workers are covered by Connecticut's sexual harassment training law and employers of three or more are covered by its posting law. Employers of three or more employees must post information concerning the illegality of sexual harassment in a prominent and accessible location in the workplace. Delaware Employers are required to conspicuously post notices setting forth pertinent provisions of the Delaware Fair Employment Practices Act, including its anti-harassment provisions, and explaining how to file a complaint. Harassment on the basis of sex is a violation of state law in Hawaii.
Prevention is the best technique for the elimination of sexual harassment.
Employers should affirmatively raise the subject, express strong disapproval, develop appropriate sanctions, inform employees of their right to raise and how to raise the issue of sexual harassment, and take any other steps necessary to prevent sexual harassment from occurring. Information concerning sexual harassment is included in the educational brochure Sexual Harassment on the Job, reprinted in 1984 by the Idaho Human Rights Commission. It is a civil rights violation for any employer in Illinois to engage in sexual harassment. Maine Employers with one or more employees are covered. The notice must be delivered to employees in a manner that will ensure that all receive notice, such as including it with employee paychecks.