Hey Compliance Warriors!
“Don’t forget – April 1 marks the beginning of a new set of sexual harassment training requirements in New York City. While the training requirement began across New York State on October 9, 2018 (and must be completed by October 9, 2019), the City imposes additional requirements on certain employers. Both laws require training to be provided on an annual basis.
While the State law requires training of all employees, regardless of the number of employees in each state, the City law applies only to employers with 15 or more employees. When counting employees, an employer must count independent contractors who work for the employer.
What topics need to be covered? There is some overlap in the training requirements for the City and State laws, but the City law has a few additional requirements. The chart below summarizes the requirements:
|Interactive Training Content||NYS||
|Define sex harassment, with specific examples||Yes||Yes|
|Explain federal & state harassment laws||Yes||Yes & NYCHRL|
|Describe employees’ remedies & right of redress||Yes||Yes|
|Detail forums for adjudicating complaints – EEOC & NYSDHR||Yes||Yes & Commission|
|Educate on “bystander” intervention||No||Yes|
|Explain responsibilities of supervisory and managerial employees||No||Yes|
|Define & provide examples of retaliation||No||Yes|
As a reminder, all New York State employers should have a sexual harassment policy in place. New York City employers also need to post a sexual harassment prevention poster and provide a copy to new hires.”
For more information: https://www.retaillaborandemploymentlaw.com/employment-training-practices-and-procedures/april-fools-joke-no-nyc-employers-really-have-two-sets-of-training-requirements/