check out the Class Schedule
NCA Training Courses- In-Person & Online
NCA is always introducing new training courses to meet the changing times and needs of its members and the industry.
Online Spotting 101
Tailored made to provide the fundamentals of stain removal in an online setting. From fabrics, dyes and construction to classification and identification of stains, safe spotting techniques, operations of the spotting board, mechanical action spotting tools, the 4 methods of stains removal (dryside, grease, oil, wax plastic) wetside (sweet stains, tannin stains, protein/albuminous stains), combination and unknown stains. With swatches supplied for practical skill development. Swatches submitted for one-on-one instruction purposes and proficiency demonstration. Certificate of Competence issued when course’s core competencies are successfully demonstrated and submitted.
Online Advanced Spotting and Bleaching 102
Advanced Spotting and Bleaching covers all the essential elements of bleaching agents and how to use them safely and effectively. Both oxidizing and reducing bleaches covered. Starting with hydrogen peroxide and working it to titanium sulfate. Qualifying candidates must complete Spotting 101 or demonstrate equivalent knowledge and expertise. Swatches provided for training and core skill demonstration.
CSR Training, Role Playing and Certification
NCA offers the industry’s first Client Service Representative training and professional certification course. Comprehensive course material covers culture, body language, communication skills. how to create an experience, how to handle challenging clients, technical training re: fabrics, fashions stains, etc., development of a CSR manual and much more.
Technical Training DVDs and Online Links
With NCA’s 7-hour training DVD, Tech Training Workbook and Fabrics and Fibers Manual (complete with swatches) your CSRs will perform with confidence and consistency . Our HazCom Training DVD meets your annual OSHA requirements. info@nca-i.com
In House Training
Bring any one-day class to your plant. NCA will conduct one day basic classes in wet cleaning, Tech Training for CSRs, Alternative Solvent Dry Cleaning Techniques, OSHA , Handling Bed Bugs, Fire Restoration and Water Damage and more.
Sexual Harassment Training
Designed to meet the mandated training requirements in California, New York, Illinois, and other states.
Contact Ann or Dawn to sign up you can call us at 212.967.3002.
This training must be completed Annually- if you have not completed it let us know and we can get you set up. info@nca-i.com
Important: This chart is for general information only and is not legal advice. Laws change frequently and some states or cities have additional rules by industry, employer size, or local ordinance. Always confirm requirements with your legal or compliance advisor.
| State | Private Employer Requirement | Notes |
|---|---|---|
| Alabama | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Alaska | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Arizona | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Arkansas | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| California | Yes – mandatory for private employers | Employers with 5+ employees must provide interactive sexual harassment training on a recurring schedule (supervisors and non-supervisors). |
| Colorado | No statewide mandate | No formal requirement for private employers; state guidance and some statutes encourage harassment prevention training. |
| Connecticut | Yes – mandatory for private employers | Employers with 3+ employees must provide sexual harassment prevention training; additional rules for supervisors and timing. |
| Delaware | Yes – mandatory for private employers | Employers with 50+ employees must provide harassment training for employees and supervisors, with periodic refreshers. |
| Florida | No statewide mandate for private employers | Training is required for certain state government employees; private employers are encouraged but not required by statute to train. |
| Georgia | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Hawaii | No statewide mandate | No specific training law for private employers; state civil rights agencies strongly encourage training. |
| Idaho | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Illinois | Yes – mandatory for private employers | All employers must provide annual sexual harassment prevention training to all employees in the state. |
| Indiana | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Iowa | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Kansas | No statewide mandate for private employers | Harassment training requirements apply to certain state employees; no general requirement for private businesses. |
| Kentucky | No statewide mandate | No specific training law for private employers; some requirements apply only to government agencies. |
| Louisiana | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Maine | Yes – mandatory for private employers | Employers with 15+ employees must provide harassment training for employees within a set time after hire; extra requirements for supervisors. |
| Maryland | No statewide mandate | No general training requirement for private employers; some sectoral or public-sector obligations may apply. |
| Massachusetts | No statewide mandate | State law and guidance encourage employers to provide harassment training, but there is no across-the-board mandate for private employers. |
| Michigan | No statewide mandate | No specific training law for private employers; training recommended as a best practice to reduce risk. |
| Minnesota | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Mississippi | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Missouri | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Montana | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Nebraska | No statewide mandate | No general training requirement for private employers; training recommended as a best practice. |
| Nevada | No statewide mandate for private employers | Harassment training is required for certain state employees; no broad statutory requirement for private employers. |
| New Hampshire | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| New Jersey | No statewide mandate for private employers | Training is required for state government employees; for private employers, training is strongly recommended but not mandated. |
| New Mexico | No general mandate for private employers | Training is required for certain school personnel; no broad harassment-training requirement for all private employers. |
| New York | Yes – mandatory for private employers | All employers, regardless of size, must provide annual, interactive sexual harassment prevention training to all employees. |
| North Carolina | No statewide mandate for private employers | Training is required for some state employees; private employers are encouraged but not required to provide harassment training. |
| North Dakota | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Ohio | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Oklahoma | No statewide mandate for private employers | Training requirements apply mainly to certain state employees involved in EEO investigations; private employers are not broadly mandated to train. |
| Oregon | No statewide mandate | State guidance encourages harassment prevention training, but there is no across-the-board requirement for private employers. |
| Pennsylvania | No statewide mandate for private employers | Harassment training is required for state government employees; private employers are encouraged to provide training. |
| Rhode Island | No statewide mandate | Certain statutes and guidance recommend training (especially for larger employers), but it is not broadly mandatory. |
| South Carolina | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| South Dakota | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Tennessee | No statewide mandate for private employers | Training is required for certain state government employees; no broad mandate for private employers. |
| Texas | No statewide mandate for private employers | State agencies must provide harassment training for employees; private-sector employers are not required by statute to train but are strongly encouraged to do so. |
| Utah | No statewide mandate for private employers | Harassment training is required for state government employees; no broad training mandate for private businesses. |
| Vermont | No statewide mandate | State law and guidance encourage employers to provide harassment training, but it is not uniformly required for all private employers. |
| Virginia | No statewide mandate for private employers | Training requirements apply mainly to certain state or legislative employees; private employers are not broadly mandated to train. |
| Washington | No broad mandate for all private employers | Mandatory harassment training is required for certain “isolated workers” (hospitality, janitorial, retail, security); separate rules also apply to state employees. |
| West Virginia | No statewide mandate | No specific training law for private employers; state agencies recommend harassment prevention training as a risk-reduction measure. |
| Wisconsin | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
| Wyoming | No statewide mandate | No specific training law for private employers; training recommended as a best practice. |
Local note: Some cities, such as New York City, Chicago, and the District of Columbia, have their own harassment-training rules that layer on top of state law. Employers should review both state and local requirements for each location.