New York Harassment Prevention Training Requirements

Employers must provide sexual harassment training to all employees annually.

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    New York Sexual Harassment Prevention Training

    Under New York’s sexual harassment laws, employers in the state of New York must provide all employees with sexual harassment prevention training on an annual basis. All new employees must receive sexual harassment prevention training as soon as possible after their start date. In addition, all New York employers are required to adopt the state’s model policy on sexual harassment prevention or use a similar sexual harassment policy that meets or exceeds the standards of the state’s policy. New York City has enacted its own laws, with additional requirements. Under the Stop Sexual Harassment in NYC Act, NYC employers with 15 or more employees are required to provide annual sexual harassment training to all employees.

    Traliant’s Preventing Workplace Harassment course covers the training requirements and topics mandated under New York State’s anti-sexual harassment legislation and New York City’s Stop Sexual Harassment in NYC Act.

    The web-based, interactive training is available in three versions:

    • Advanced: This 2-hour course should be used by California supervisors, supervisors in the City of Chicago (and supervisors outside of Chicago that supervise employees in Chicago), and all Connecticut employees, supervisors, and non-supervisors, the first time they train.
    • Extended: This 1-hour course should be used by non-supervisory employees in California and the City of Chicago.
    • Fundamentals: This 45-minute course should be used by both supervisors and non-supervisors in all other states.

    This comprehensive course includes information and practical guidance on anti-harassment laws, and covers all these topics and more:

    • What is harassment and what isn’t
    • Hostile work environment
    • Quid pro quo
    • Bullying or abusive conduct
    • How to report potential harassment
    • Identifying, understanding and preventing retaliation
    • Bystander intervention
    • Supervisors’ duties
    • Harassment in the context of remote or hybrid workplaces
    • Social media use and harassment
    • Workplace discrimination
    • Consequences of workplace discrimination and harassment
    • Consensual relationships at work
    New York City Requirements:
    Covered by Traliant:
    1. An explanation of sexual harassment as a form of unlawful discrimination under New York City Human Rights Law.
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    2. A statement that sexual harassment is also a form of unlawful discrimination under New York state law and federal law.
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    3. A description of what sexual harassment is, along with examples of behavior that constitutes sexual harassment.
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    4. Information about bystander intervention, and provide any resources that explain how to engage in bystander intervention.
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    5. Information about the internal complaint process available to employees to address sexual harassment complaints.
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    6. The complaint processes available through the New York City Commission on Human Rights Law, the New York State Division of Human Rights and the Equal Employment Opportunity Commission, including contact information.
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    7. Retaliation – what it is, why it is prohibited under the law and examples of activities that are protected against retaliation.
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    8. The specific responsibilities of supervisors and managers to prevent sexual harassment and retaliation and measures they may take to appropriately address employees’ sexual harassment complaints.
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    9. An acknowledgement form confirming that each employee has completed the training. Employers must keep acknowledgement forms for three years.
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    State of New York Requirements:
    Covered by Traliant:
    1. Be interactive.
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    2. Include an explanation of sexual harassment consistent with guidance issued by the Department of Labor in consultation with the Division of Human Rights.
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    3. Include examples of unlawful sexual harassment.
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    4. Include information concerning the federal and state statutory provisions concerning sexual harassment and remedies available to victims of sexual harassment.
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    5. Include information concerning employees’ rights of redress and all available forums for adjudicating complaints.
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    6. Include information addressing conduct by supervisors and additional responsibilities for supervisors.
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    Recommended: Be web-based, with questions asked of employees as part of the program.
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    Recommended: Accommodate questions asked by employees.
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    Recommended: Require feedback from employees about the training and the materials presented.
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