New York Sexual Harassment Training

Our New York Sexual Harassment Training Helps You Avoid Penalties

By October 9, 2019, all employers should have provided sexual harassment training to all employees located in New York State and must provide sexual harassment training to all employees each year going forward. On January 11, 2020, the sexual harassment training requirement in the New York City Human Rights Law (NYCHRL) was expanded in scope to include the requirement to train not just employees and interns but also independent contractors and freelancers. Our training courses on preventing discrimination and harassment are designed by HR experts and meet New York City and State’s latest regulations based on the list provided by the New York State and the following state regulations: NY State Budget, Park KK, Subpart E, Section 2 (S07057), Article 7, Section 201-g of the Labor Law, and Stop Sexual Harassment in NYC Act Local Law 96 of 2018, New York City Administrative Code, Title 8, Chapter 1, Section 8-107 Subdivision 30, A08421.

We Create Modern Content that Prevents Discrimination & Promotes an Inclusive Workplace

If you want to stay away from compliance fines, your New York employees and supervisors will need to be educated about discrimination, protected categories, bias in the workplace, and the impacts of discriminatory behavior to create a harassment-free workplace. Here are some of the topics covered in our course:

Quid Pro Quo Harassment
Hostile Work Environment
Verbal, Physical & Visual Harassment
Supervisor Duties
Unwelcome Behavior
Reasonable Person Standard
Sexual Advances
Retaliation
Other Types of Discrimination
Abusive Conduct and Bullying
Bystander Intervention
Reporting

The following New York training requirements are all covered by our training courses:

Explanation of sexual harassment and examples of conduct that would constitute sexual harassment in New York (chapter 1,2,3,4)
Information concerning the federal and state statutory provisions concerning sexual harassment and remedies available to victims of sexual harassment (chapter 10)
Information regarding bystander intervention, including resources on how to do so (chapter 9)
Explanation of the complaint process available through the commission, the division of human rights, and the United States equal employment opportunity commission, including contact information (chapter 10,12)
Instructions on prohibiting retaliation with examples (chapter 13)

Demonstration that sexual harassment is a form of unlawful discrimination under state and federal law (chapter 10)
Information concerning employees’ rights of redress and all available forums for adjudicating complaints (chapter 10,11,12)
Education on the internal complaint process is available to employees through their employer to address sexual harassment claims (chapter 12)
Overview of specific responsibilities of managerial employees in the prevention of workplace harassment and retaliation, and measures that such employees may take to appropriately address sexual harassment complaints (chapter 13)

Different industry versions

Different industry versions help employees resonate with the content

Fully customizable

Add your company logos and images so employees feel at home

Training content updated regularly

To evolve with new rules and regulations

Bite-sized delivery

Helps employees fully absorb information and increases retention

Fully compliant

Real-world content

Engages employees with thought-provoking scenarios

Available on any device or browser

So employees can learn on the go

Courses in over 100 languages

So your global workforce is supported

What Businesses Should Know About New York Sexual Harassment Prevention Training

New York is at the forefront of addressing sexual harassment and discrimination in the workplace, including legislation enacted in 2018 and 2019, and updated guidance issued by New York State in October 2019 and New York City in January 2020, which expands sexual-harassment prevention training requirements and affects many more organizations.

How frequently must employees be trained?

Employers must provide each employee with the training at least once per year. For simplicity and to coordinate with other harassment training laws in New York City and in other states, most employers choose to track completion based on the calendar year.

When must employees get trained?

New York State encourages training of new employees (and interns, freelancers, and independent contractors) as soon as possible, as employers may be liable for the actions of employees immediately upon hire. New employees who work in New York City for 80 or more hours per year on a full or part-time basis must be trained after 90 days of hire.

Who needs to take the training?

According to New York State, and “employee” includes all workers, regardless of immigration status; this includes exempt or non-exempt employees, part-time workers, seasonal workers, and temporary workers. Furthermore, in New York City, any worker (including employees, interns, freelancers, and independent contractors) who work or will work in New York City for more than 80 hours in a calendar year AND for at least 90 days must be trained, regardless of whether the employer is based in New York City. If a worker is based elsewhere but regularly interacts with other employees in New York City, even if they are not physically present in the city, they should be trained as well.