Human Resources

Preventing Sexual Harassment for New York Managers

Preventing Sexual Harassment for Managers - New York

Sexual harassment is a pervasive and persistent problem in our society and in our workplaces. It’s being talked about more than ever before as more people are coming forward and sharing their stories of being sexually harassed.

In the wake of the #MeToo movement and the resulting nationwide conversation about sexual harassment, the State of New York and the City of New York passed legislation requiring employers to step up and do more to prevent sexual harassment. The New York State Budget Bill (the NYS Law" and the Stop Sexual Harassment in New York City Act (the NYC Act) aim to address workplace sexual harassment by expanding the rights and means of redress for employees while imposing additional requirements and liabilities on employers.

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Who has to be trained and how often do employees have to be trained?

The NYC Act only covers employers with 15 or more employees working in New York City however, the training requirement under the NYS Law applies to all employers working in New York, regardless of employer size. The NYS Law requires all employees working in New York State, including supervisors and managerial employees to be trained. Each covered employee must be trained annually. The New York City Act makes training mandatory for all employees employed within New York City for more than 80 hours in a calendar year, as well as temporary employees who are engaged for more than 90 days.

This course meets the New York State and New York City training requirements.

This course provides employees an awareness of the New York laws and issues relating to sexual harassment in the workplace. Through scenarios, text and audio, it details the actions and responsibilities employees have to understand their rights and responsibilities when it comes to sexual harassment in the workplace. How to recognize and report sexual harassment when it happens to them or others, bystander intervention training and how to contact the appropriate agencies when it happens to them.

Course Details

Course Objectives

At the end of this course you will be able to:

  • Recognize why preventing sexual harassment is important.
  • Recognize harassing behaviors and how to stop them.
  • Explain the cost and consequences harassment has on victims and the workplace.
  • Describe your responsibilities for responding to sexual harassment complaints from employees and “Non-employees”.
  • Identify acts of retaliation and ways to stop it.
  • Explain strategies employers can to prevent and correct sexual harassment.
  • Describe your role in creating a harassment free workplace.

Course Lessons

  1. Introduction and Objectives
  2. Laws and Liability
  3. The Cost of Harassment
  4. Defining Harassment
  5. Is it Harassment?
  6. Handling Harassment Complaints
  7. Retaliation
  8. Prevention and Culture

Human Resources Training - Features and Benefits

  • Course material is engaging and accurate.
  • Online content, quiz, and test questions are directed to the content provided in the course and are based on proven adult learning theory principles.
  • Interactivities are used to engage the learner and hold his or her interest.
  • Includes course certificate of completion for each student and course completion reports for proof of compliance.
  • Learners and administrators have 24 x 7 access to courses and reporting features.
  • Audio narration that can be muted for crowded office environments plus audio transcript available in the course.
  • Scenarios and non-graded knowledge checks to reinforce lesson objectives.
  • Bookmarking so learners can reopen the course to continue at page in the course where it was previously closed.
  • Relevant images and animations are used throughout the course.
  • The course mobile compatible to run on IOS and Android mobile devices.
  • Unlimited times to pass end-of course-assessment with 80% minimum passing score.

Estimated Time: 40 Minutes

New York State Requirements

  • April 12, 2018
  • Expansion of covered workers permitted to bring harassment claims.
    Employer liability for sexual harassment claims now extends to non-employees, including independent contractors, subcontractors, vendors, consultants or other individuals providing services under a contract in the workplace.
  • July 11, 2018
  • Prohibiting nondisclosure clauses in settlement agreements containing sexual harassment claims.
    Employers are now prohibited from including nondisclosure clauses in settlement agreements relating to sexual harassment, unless the complaining party wishes to include a confidentiality provision and is provided with 21 days to consider, and seven days to revoke, any such clause.
  • July 11, 2018
  • Prohibiting mandatory arbitration of sexual harassment claims.
    Employers are now prohibited from requiring arbitration of sexual harassment claims, unless such arbitration clauses are contained in collective bargaining agreements.
  • October 9. 2018
  • Requiring anti-sexual harassment policy and annual training.
    Requires all employees working in New York State, including supervisors and managerial employees, to be trained. Each covered employee must be trained annually.
  • January 1, 2019
  • Affirmations in state contract bids.
    Employers who bid on state contracts must affirm that they have a written sexual harassment policy and that they provide annual sexual harassment training to their employees.

New York City Requirements

  • May 9, 2018
  • Expansion of employer liability for sexual harassment claims.
    All NYC employers can now be held liable for sexual harassment claims regardless of employer size. In addition, the statute of limitations for sexual harassment claims under the New York City Human Rights Law is extended from one year to three years.
  • April1, 2019
  • Requiring mandatory anti-sexual harassment annual training.
    The NYC Act only covers employers with 15 or more employees working in New York City,also clarifies that an employer who is subject to training requirements in multiple jurisdictions may provide proof of compliance with the NYC Act, as long as the employer's sexual harassment training is provided annually and contains the mandated training areas discussed below.

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