AuditsCompliance-in-a-Box: The Startup Guide to Audit-Ready DocsSVSid Varma · 12 min readFor HR and compliance leads at multi-state employers who keep a written harassment prevention policy, proof of distribution and training records that answer each state's rules.
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Checked against primary sources on 18 October 2026.
Employers with staff in these states; New York covers every employer, while training thresholds run from three employees in Connecticut and five in California to 15 in Maine and 50 in Delaware.
State civil rights and labor agencies on complaint or investigation (California CRD, New York DOL and DHR, Illinois IDHR, Connecticut CHRO, Delaware DOL, Maine Human Rights Commission); records are also tested in charges and litigation
Training every year in New York and Illinois, every two years in California and Delaware; individual written notice every year in Maine; policy notice at hire and at each training in New York
Cal. Gov. Code 12950 and 12950.1 with 2 CCR 11023 and 11024; NY Labor Law 201-g; 775 ILCS 5/2-109 and 2-110; Conn. Gen. Stat. 46a-54(15); 19 Del. C. 711A; 26 M.R.S. 807, Varies by state; NY Labor Law 201-g last revised 2019-08-16; CRD employer training FAQ dated October 2025. Free to read.
| Date | What happens | Status |
|---|---|---|
| 2027-01-01 | California: next CRD-stated deadline for the two-year sexual harassment prevention training cycle | Scheduled |
| 2026 | New York: four-year evaluation of the model policy and training due under Labor Law 201-g(4) (cycle began 2022) | Expected |
Each one needs an owner, an approval, and proof it reached the people it covers.
2 CCR 11023(b), (c)
A written policy listing every protected category, a complaint process with timely, impartial investigation, and a bar on retaliation, distributed with CRD's sexual harassment publication.
Cal. Gov. Code 12950.1; 2 CCR 11024
Employers of five or more provide two hours to supervisors and one hour to other staff every two years, within six months of hire or promotion, keeping records two years.
NY Labor Law 201-g(1), (2-a)
Every employer adopts the state model or a policy meeting its minimums, including a complaint form, investigation commitment and anti-retaliation statement, provided to employees in writing.
775 ILCS 5/2-109, 2-110
Illinois employers train all employees every year to IDHR's minimum standards; restaurants and bars also adopt and distribute a written policy and add supplemental training.
26 M.R.S. 807(2), (3), (4)
Every Maine employer gives each employee individual written notice each year; employers of 15 or more train new hires within one year and keep a training record.
19 Del. C. 711A(f), (g)
Employers of four or more give new hires the DOL information sheet; those with 50 or more in Delaware train within one year of hire, then every two years.
Citations are to the standard or regulation; wording is ours.
What reviewers sample about these documents and the people they cover.
California's regulation lists accepted distribution methods, including a signed acknowledgment form, an emailed acknowledgment return form, or an intranet posting with tracking that shows employees read and acknowledged it.
California expects at least two years of records showing who was trained, when, the training type, materials and provider; Maine requires a record of the employees who received training.
New York requires a policy meeting or exceeding the model's minimum standards, including the complaint form, and California lists eleven required policy elements, so each element is checked against the text.
Training falls within six months of hire or promotion in California, six months of hire in Connecticut, and one year in Delaware and Maine, so start dates are compared with completion dates.
Write each policy, send it through approval, and send it to the people it covers. Each acknowledgment is recorded by name, with the version, the date and the time.
When a policy changes, the new version is approved, its Editor sends it out again, and everyone it applies to is asked again. Export the record as a PDF or CSV, or give a reviewer Viewer access to the documents their tags allow.
Need help with the rest of State harassment prevention laws? Find a consultant for your standard (opens in a new tab).
Your region’s laws, the standards your customers ask for, and your own house rules. Write each one as a policy, approve it, and send it to the people it covers.
A single policy can carry each state's required elements, such as New York's complaint form and California's protected categories, complaint process and translation duty. Agency contact details still differ, since each law names its own agency.
Employers with three or more employees provide two hours of interactive training within six months of hire, with supplemental training at least every ten years. Employers with fewer than three employees train their supervisors.
Yes. 2 CCR 11023(c) lists email with an acknowledgment return form, and an intranet posting with a tracking system showing employees read and acknowledged the policy, among accepted methods. Printed copies with a signed form and discussion at hire are also listed.
Every year for all employees, under the Illinois Human Rights Act as amended by Public Act 101-0221. IDHR publishes a free model program, and employers may use their own if it meets the Section 2-109(B) minimums.
They count toward the five-employee threshold but do not themselves need California training, according to CRD. Only California-based employees must be trained.
Industries that hear about State harassment prevention laws most.
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