The Human Rights Law now protects contractors, subcontractors, vendors, consultants or others providing services in the workplace from sexual harassment in the workplace.
Employers must adopt a sexual harassment prevention policy and training or use a similar policy and training that meet or exceeds the law’s minimum standards.
Beginning in January 2019, all state contractors must submit an affirmation that they have a sexual harassment policy and that they have trained all of their employees.
We’ve compiled a free guide to explain the steps you need to take to ensure compliance.
All employers are required to adopt a sexual harassment policy that includes a complaint form for employees to report alleged incidents of sexual harassment.
Yes. Dates for training sessions will be announced on this website.
No signed acknowledgement of having read the policy is required, but employers are encouraged to keep a signed acknowledgement and to keep a copy of training records. These records may be helpful in addressing any future complaints or lawsuits.
Yes. It applies to all employers in New York State, including New York City.
Employers must provide employees with their policy in writing or electronically. If a copy is made available on a work computer, workers must be able to print a copy for their own records.
“Employee” includes all workers, regardless of immigration status. Employee also includes exempt or non-exempt employees, part-time workers, seasonal workers, and temporary workers. All employees must complete the model training or a comparable training that meets the minimum standards by Oct. 9, 2019.
Employees must be trained at least once per year. In subsequent years, this may be based on the calendar year, anniversary of each employee’s start date, or any other date the employer chooses.
As employers may be liable for the actions of employees immediately upon hire, the State encourages training as soon as possible. Employers should distribute the policy to employees prior to commencing work and should have it posted.
Employees must receive training on an annual basis. If employees have already received training this year, but it did NOT meet all new requirements, employers need only provide supplemental training to ensure all requirements are met.
No, as long as they receive training that meets or exceeds the minimum standards.
No. Only employees who work or will work in New York State need to be trained. However, if an individual works a portion of their time in New York State, even if they’re based in another state, they must be trained.