NYC Sexual Harassment Training
To make it easy for New York City employers to comply with a new law requiring annual, interactive sexual harassment training for all employees − including interns, supervisors and managers − Traliant has released a NYC Edition of our industry-leading Preventing Discrimination and Harassment training.
The NYC Edition covers all the training requirements mandated under the Stop Sexual Harassment in NYC Act, a package of bills designed to prevent sexual harassment in the workplace and signed by Mayor Bill de Blasio in May. Under the new law, NYC employers with 15 or more workers must conduct training for all new hires within 90 days of employment, and then every year.
Like all Traliant courses, the NYC Edition is online, interactive and easy to deploy across your organization. Featuring bite-sized modules and realistic video scenarios, the NYC Edition ensures you are compliant with the new training requirements, while providing employees with a modern, engaging training experience that focuses on raising awareness of sexual harassment and other misconduct, and driving positive behavior and decision-making – important steps in creating a safe, respectful, harassment-free workplace.
Traliant’s sexual harassment training meets all NYC requirements
The NYC Edition of Preventing Discrimination and Harassment covers all the requirements and topics mandated under NYC’s new law, including sexual harassment and bystander intervention, as well discrimination, diversity and inclusion and workplace civility.
|A checklist to ensure you meet all of NYC’s requirements for interactive, sexual harassment training. Training must include:||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.|
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