New York Sexual Harassment Training
The New York Edition of Traliant’s industry-leading Preventing Discrimination and Harassment training ensures that New York employers can meet the sexual harassment training requirements set by the New York State Department of Labor, in consultation with the New York State Division of Human Rights.
Under New York’s new sexual harassment laws, employers in New York State must provide all employees with sexual harassment prevention training by October, 9, 2019, and then must conduct the training annually going forward. All new employees should receive sexual harassment training as soon as possible after their start date. While the new laws apply to all NY State employers, New York City enacted its own laws, with additional requirements for employers in NYC. Under the Stop Sexual Harassment in NYC Act, starting April 1, 2019, NYC employers with 15 or more employees are required to provide sexual harassment training to all employees annually.
Traliant’s New York Edition complies with New York State and New York City harassment training requirements
The New York Edition of Preventing Discrimination and Harassment covers the training requirements and topics mandated under New York State’s anti-harassment legislation and New York City’s Stop Sexual Harassment in NYC Act. This comprehensive course covers sexual harassment, retaliation, bystander intervention, discrimination, diversity and inclusion, workplace civility and more.
Like all Traliant training courses, the New York Edition is web-based, interactive and easy to deploy across your organization. Featuring bite-sized modules, realistic video scenarios and quizzes, assessments and engagement points, the New York Edition focuses on raising awareness of the different forms of sexual harassment and other workplace misconduct.
With Traliant as your training partner, you can feel confident that your organization complies with the New York State and New York City harassment training requirements, and your employees will benefit from an engaging training experience designed to drive positive behavior and decision-making – important steps in creating a safe, respectful, harassment-free workplace.
|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.|
|(2) A statement that sexual harassment is also a form of unlawful discrimination under state and federal law.|
|(3) A description of what sexual harassment is, along with examples of behavior that constitutes sexual harassment.|
|(4) Information about bystander intervention, and provide any resources that explain how to engage in bystander intervention.|
|(5) Information about the internal complaint process available to employees to address sexual harassment complaints.|
|(6) The complaint processes available through the NYC Commission on Human Rights, the New York State Division of Human Rights and the Equal Employment Opportunity Commission, including contact information.|
|(7) Retaliation – what it is, why it is prohibited under the law and examples of activities that are protected against retaliation.|
|(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.|
|(9) An acknowledgement form confirming that each employee has completed the training. Employers must keep acknowledgement forms for three years.|
|New York State Requirements:||Covered by Traliant:|
|(1) Be interactive|
|(2) Include an explanation of sexual harassment consistent with guidance issued by the Department of Labor in consultation with the Division of Human Rights|
|(3) Include examples of unlawful sexual harassment|
|(4) Include information concerning the federal and state statutory provisions concerning sexual harassment and remedies available to victims of sexual harassment;|
|(5) Include information concerning employees’ rights of redress and all available forums for adjudicating complaints|
|(6) Include information addressing conduct by supervisors and additional responsibilities for supervisors.|
|Recommended: Be web-based, with questions asked of employees as part of the program|
|Recommended: Accommodate questions asked by employees|
|Recommended: Require feedback from employees about the training and the materials presented|
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