Both supervisors and employees working in any organization in New York State must take anti-sexual harassment training. It is mandatory in the state for every employer to adopt a sexual harassment prevention policy. Employers are required to provide sexual harassment training to all their employees each year.
While California, Connecticut, Delaware, Illinois, Maine, New York State, and New York City have passed statutes requiring sexual harassment training, other federal and state laws, regulations, and court decisions have made clear that employers should provide anti-harassment training to all employees in all states.
What are the harassment training requirements by state?
Governing Regulations This agency also enforces California Senate Bill 1343, which requires sexual harassment prevention training for businesses with five or more employees and extends to all employees, not just supervisors.
The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
If an employee feels unsafe in their own workplace, it is important to discuss their potential claim with a Sexual Harassment Lawyer.1- Physical Sexual Harassment.2- Verbal Sexual Harassment.3- Visual Sexual Harassment.
Fraternization occurs when two people employed by the same company interact socially outside of work and at employer functions. Depending on your company's policy, fraternization can include romantic relations between managers and subordinates and relationships between co-workers.
The New York State sexual harassment training is a training program that complies with federal and state requirements. Both employees and superviso...
Both supervisors and employees working in any organization in New York State must take anti-sexual harassment training. It is mandatory in the stat...
As of October 9, 2018, all employers in the state of New York with 15 or more employees are required to provide anti-sexual harassment training to...
This course is self-paced, and is available as soon as you open your account. You can assign the course to your employees anytime, and you can set...
As long as your account is active, you can access the course. If you cancel your account, you will lose access to the course.
Yes. You have the ability to make changes to the course. If you do make changes, please check Federal and State guidelines to ensure you maintain c...
You will be able to administer and manage the course from your ProProfs Training Maker account. You can share the course with your employees using...
There is a placeholder location in the course where you can add your company’s harassment policy. You can type in, copy and paste or even upload fi...
Yes. ProProfs Training Maker is a complete Learning Management System (LMS) . You can automate reminders, ensure compliance, track all records, cr...
Under Local Law 96 of 2018 , employers with 15 or more employees are required to conduct annual sexual harassment prevention training for all employees. New York State Law requires that employers of one or more employees must conduct sexual harassment prevention training for all employees.
A sexual harassment prevention fact sheet given to new employees. A sexual harassment prevention training for workers every year. Note: New York State requires that all employers have a sexual harassment prevention policy.
Employer Requirements for the Training. In NYC, employers must keep a record of employees’ training and must retain records for three years. In NYC, training is required for employers with 15 or more employees. Employers must provide an annual sexual harassment prevention training. To learn more about this and other requirements, ...
At the end of the training, you will get a certificate of completion. Your employer should tell you before you take the training how they want to receive the certificate.
The training is available to users with disabilities.
Note: New York State requires that all employers have a sexual harassment prevention policy. The State Department of Labor has published a model policy.
Like in the rest of the states, the aim of this training is to help reduce business liabilities arising from sexual harassment, discrimination, and conflicts in the workplace.
As of October 9, 2018, all employers in the state of New York with 15 or more employees are required to provide anti-sexual harassment training to employees and supervisors.
Sexual harassment training is a form of compliance training common in organizations of all shapes and sizes. This sexual harassment training course is aimed at preventing workplace sexual harassment in any form, including inappropriate remarks, unwanted physical contact, showing pornographic material, and demands for sexual favors.
Federal: Fair Employment and Housing Act and Title VII of the Federal Civil Rights Act of 1964, FEHA and Title VII statutory provisions and case law concerning the prohibition against and the prevention of unlawful sexual harassment, discrimination, and retaliation in employment.
The statge of New York has new laws to combat sexual harassment in the workplace. On August 12, 2019 , Governor Cuomo signed legislation that strengthened protections against discrimination and harassment.
Every employer in New York State is now required to provide employees with sexual harassment prevention training pursuant to Section 201-g of the Labor Law. The Department of Labor in consultation with the Division of Human Rights has established this model training for employers to use. Or, employers may use a training program that meets or exceeds the minimum standards of the model training.
Employees can take the course on their schedule and can start & stop as needed.
In NYC, sexual harassment must also be defined as unlawful discrimination under NYC law. Both New York State and City model trainings provide these definitions for use.
The first requirement under New York State law is that every employee working in New York (full-time, part-time, exempt, non-exempt, seasonal, and temporary) must receive a sexual harassment “Notice” upon hiring and annually thereafter. This Notice is comprised of (1) the employer’s Sexual Harassment Policy and (2) “information presented” in the employer’s Sexual Harassment Training. You can use the Model Sexual Harassment Policy materials provided here by New York State, but you can also construct your own Notice with the model materials as a guide.
Employers subject to NYC laws are required to train all full-time employees as well as any part-time workers, independent contractors, interns and freelancers who have worked for more than 80 hours per year and for at least 90 days.
The NYC laws require distribution of a “Factsheet,” which must be in both English and Spanish. Similar to New York State, you can find Model NYC resources here. There are also poster requirements under both NY law and NYC law, including a NYC requirement that posters be in both English and Spanish.
New York City employers are required to keep records for three years minimum, however, and they must be made available for inspection by the New York City Commission on Human Rights at any time. These records must contain a signed acknowledgment of training by the employee, in print or electronic form.
NYC has a similar training requirement, although it only applies to employers with 15 or more employees and contractors. Those employers are required to provide NYC-specific training that covers all the same requirements as New York State, plus a few additional topics such as bystander intervention and retaliation. Note that the 15+ employees are counted by looking at all employees and contractors of a company at any time during the current or prior calendar year, whether or not they are based in NY. For employers required to meet NYC training requirements, keep in mind that NYC training will satisfy the NY state training requirements, but the reverse is not true.
This may seem like a no-brainer since it goes hand-in-hand with training, but all employers with NY employees must use—and disseminate among their NY employees—New York’s Model Sexual Harassment Policy or their own that meets the same requirements. (A full list of those requirements can be found here .)
Starting at only $25, we offer the lowest priced Sexual Harassment Prevention Class with absolutely no hidden fees; guaranteed! If you find a similar course for a lesser price, we'll beat it! Just contact us and let us know. It's that simple!
The Sexual Harassment Prevention Class has a number of different names but they all reference the same class requirement. If you have been instructed to take any one of the following classes then our online Sexual Harassment Prevention Class may satisfy that requirement:
In some cases the court or rules of a particular county may disallow distance learning. This means that the Sexual Harassment Prevention Class cannot be taken with an online provider. Below is a listing of every county in the state of New York.
On February 8th, 2020, theNew York State Human Rights Law (NYHRL)started applying to all employers based in the state. The new law gave legal liability to businesses for the behavior of freelancers, contractors, subcontractors, vendors, or even outside consultants to the New York employer. Basically, if your company is doing any sort of business with employers in New York State, you have to provide proof of the harassment training. This is good because it spreads the responsibility of preventing sexual harassment, however, it can be scary to know you are liable if the vendor or company you are working with doesn’t have the most up-to-date training. Employers must make sure that their independent contractors, freelancers, vendors, and consultants use a modern up to date sexual harassment training company such as EasyLlama.
On August 12, 2019 , New York Governor Cuomo signed a package of anti-discrimination and anti-harassment measures (AO8421), which have greatly changed the laws for the New York State harassment training requirements. Every employer is now required to provide employees and supervisors with annual sexual harassment training in New York State and New York City. Depending on where your company is located, you need to understand the differences between the city and state laws. For example, if your business is in New York City, then you need to comply with all requirements at the state and city level.
This is because they are legally liable for the behavior of their employees.
Private companies who provide goods to the New York State government or state agencies by bidding on contracts must certify that they have a sexual harassment policy before doing business. In addition, they also have to provide sexual harassment prevention training or else they could be fined, even if their employees are out of state.
Every employer in New York or that has employees working in the state is required to provide approved sexual harassment prevention training regardless of their size .
Businesses are not required by law (yet) to keep signed copies of acknowledgment forms for harassment policies. However, the business has to provide proof that the employee had the proper training. We recommend you keep all records of employee acknowledgment forms in case the company gets taken to court. EasyLlama goes above and beyond by providing each employee that completed the online training a certificate of completion to download instantly. This will help legally protect the employer.
Organizations such as agencies or unions can choose to provide workers with training, but it's not required. This doesn’t change the fact that employers in New York may still be liable for a worker’s behavior. It’s the New York employer's responsibility to make sure they are trained on government harassment policies as well as the company's.
According to the National Conference of State Legislatures, 32 U.S. states introduced or passed over 125 legislations on sexual harassment in 2018. New York and California took the lead in enacting anti-harassment laws.
Like other web-based tools, a learning management system (LMS) for sexual harassment training enables you to learn anytime, anywhere, and on any device. As such, it becomes easy to train both local and distributed remote teams equally well. Time zone differences and geographical distance become irrelevant. Course participants can take a course according to their schedules and convenience as long as they meet the deadline.
Employee training is a dynamic process and so you need to remain up-to-date with the latest in your field of training. Harassment training software tools make it easy for users. Some providers regularly update their course library to conform to the latest training laws and trends. This removes the need to manage these learning resources on one’s own, and enables you to deploy engaging training right away by using these professionally designed courses.
New York State Law requires that employers of one or more employees must conduct sexual harassment prevention training for all employees on an annual basis.
The New York City Commission on Human Rights has developed a free online training that will satisfy both the New York State and New York City anti-sexual harassment training requirements. New York City's free online training is available here.
This is a reminder that New York State employers must adopt a sexual harassment prevention policy and provide training on sexual harassment prevention to their employees on an annual basis. Each New York State employer is required to have a sexual harassment prevention policy in place.
Please note that Safe Sanctuaries training does not exempt churches from the New York State sexual harassment prevention training requirements.
Each New York State employer is required to have a sexual harassment prevention policy in place. The employer’s sexual harassment prevention policy must be provided to the employee at the time of hire and during each annual training. The policy can be provided electronically as long as the employee is able to print the policy for their records.