Sexual Harassment Prevention

New York Sexual Harassment Prevention

The State of New York and New York City have taken sexual harassment laws to a new level. Following Time’s Up and the #MeToo movements, the New York State Legislature and New York City Council have passed some of the strongest Anti-Sexual Harassment Laws in the country. Those new laws require, among other things, that all New York employers provide sexual harassment training to their employees once a year.

Train 321’s sexual harassment prevention course covers all topics specifically required by New York State and New York City.

Here are the important dates you need to comply with the state and city laws:

  • TRAINING - Beginning on October 9, 2018, New York State employers also must implement an annual sexual harassment prevention training program that, like the anti-sexual harassment policy, must meet or exceed a model program that the Division of Human Rights and the Department of Labor will publish. The training is required to be completed by October 9, 2019.
  • TRAINING - Beginning on April 1, 2019, New York City employers with 15 or more employees shall annually conduct an anti-sexual harassment interactive training for all employees, including supervisory and managerial employees, of such employer employed within the city of New York. Such training shall be required after 90 days of initial hire for employees who work more than 80 hours in a calendar year who perform work on a full-time or part-time basis.
  • POSTING - Beginning on September 6, 2018, New York City employers must “conspicuously” display and give to all new employees an anti-sexual harassment poster and fact sheet that are available by the New York City Commission on Human Rights.
  • POLICIES - Beginning on October 9, 2018, New York State employers must adopt and distribute annually an anti-sexual harassment policy that meets or exceeds a model policy that will be issued by the New York State Division of Human Rights and the Department of Labor. Among many other requirements, the policy must prohibit sexual harassment, provide information on relevant federal and state laws on the issue, set forth a complaint form, and state the procedures to be followed for the confidential investigation of complaints.