Sexual Harassment Prevention Training

Sexual Harassment Prevention Training | Comply with NYS Laws

Sexual Harassment Training Service New York City

center

fadeInUp

In accordance with provisions enacted in the 2018-2019 New York State budget, as of October 9, 2018, all New York State employers must adopt a sexual harassment prevention training policy that meets or exceeds the minimum standards required by New York’s new model draft guidance. Employers who already maintain their own policy must modify their existing model to meet the “minimum standards” of said draft guidance as well. Effective January 1, 2019, all employers must provide all employees with annual sexual harassment prevention training modeled after these standards.

Additionally, as of January 1, 2019, all state contractors must include in their bid statement that they have a sexual harassment prevention training policy consistent with the model set forth by New York State Law and affirm that they have trained all their employees. The requisite anti-sexual harassment training must be conducted on an annual basis, and employees who are hired after January 1, 2019, must be trained within 30 days of their hiring date.

Many employers may find it difficult to implement a strictly modeled and mandated anti-sexual training policy in just 3 months, from October to the end of December of 2018. Employers might also find it difficult to interpret these new laws and integrate them into their workplace, especially if these laws are amended over time. Employers in New York may require the help of a law firm that has extensive experience handling cases of sexual harassment and maintains comprehensive knowledge on this anti-sexual harassment legislation. Leeds Brown Law can assist. We offer full service compliance training and can help you, as an employer, understand these new, complex laws, and confirm that your sexual harassment prevention training policy meets or exceeds the New York State guidelines.

Minimum Standards of Sexual Harassment Prevention Training Must:

1) Be interactive
2) Prohibit sexual harassment consistent with guidance issued by the Department of Labor in consultation with the Division of Human Rights
3) Provide examples of prohibited conduct that would constitute unlawful sexual harassment
4) Include information concerning the federal and state statutory provisions concerning sexual harassment, remedies available to victims of sexual harassment, and a statement that there may be applicable local laws
5) Include a complaint form
6) Include a procedure for the timely and confidential investigation of complaints that ensures due process for all parties
7) Inform employees of their rights of redress and all available forums for adjudicating sexual harassment complaints administratively and judicially
8) Clearly state that sexual harassment is considered a form of employee misconduct and that sanctions will be enforced against individuals engaging in sexual harassment and against supervisory and managerial personnel who knowingly allow such behavior to continue
9) Clearly state that retaliation against individuals who complain of sexual harassment or who testify or assist in any investigation or proceeding involving harassment is unlawful

What Else Should Employers Know?

Sexual Harassment Prevention Training isn’t the only provision of the New York State’s 2018-2019 budget that employers should know about. Here’s a list of other provisions, some already in effect, applicable to New York State employers:

“Non-Employees” Are Now Protected

“Non-employees,” such as contractors, subcontractors, vendors, and consultants can now bring a sexual harassment claim pursuant to the New York State Human Rights Law.

Prohibition of Nondisclosure Agreements, Confidentiality Clauses and Mandatory Arbitration Provisions

As of July 11, 2018, “nondisclosure agreements” or “confidentiality clauses” used in connection with the settlements of sexual harassment claims are no longer permitted, unless confidentiality is the explicit preference of the victim. Mandatory arbitration agreements for claims of sexual harassment will also become unenforceable. Note that these provisions are not retroactive – confidentiality clauses and arbitration agreements entered into prior to July 11, 2018, may remain enforceable.

Reimbursement of Public Funds

Any officer or employee of the state who is the subject of a final judgment of personal liability in connection with intentional wrongdoing relating to a claim of sexual harassment will be required to reimburse the state for any state or public payment made on that judgment. If the officer or employee fails to reimburse the state, the money will be deducted from his or her paycheck. Even if he or she is no longer receiving a paycheck from the state, other measures will be taken to enforce this responsibility.

Free Consultation

Testimonials

Shortly after beginning medical school, I experienced some academic difficulties. After seeing my physicians, I was diagnosed with ADHD. After I started receiving specific treatment for ADHD, I requested the school to accommodate me for the disability as recommended by my physician. One of the requests made was for extended time to take my exams. The extension of time was granted...

~Kenneth Broodo, Esq.

Partner at Gardere Wynne Sewell LLP
I hired Lenard Leeds, Esq. to assist me with my wrongful termination. I was let go of my position because of my age. I was not only told to take a decrease in pay but also required to work fewer hours to do the same job. Additionally, they kept asking me “When are you going to retire?” I visited the...

~SanFranReview

I want to thank you again for assisting me in overseeing my issues with my employer. This is the second time I have used Lenard Leeds, Esq. to fight for me. This time I was a National Sales Manager of a drug company, where acts of discrimination based on my age, national origin and retaliation took place. Mr. Leeds and...

~Law Professor

Discrimination Case

$19 Million

Settlement Secured in a National Origin
View More

Request Free Consultation

Please fill out the form below to receive a free consultation, we will respond to
your inquiry within 24-hours guaranteed.

LONG ISLAND

One Old Country Road, Suite 347 Carle Place, NY 11514

516-873-9550

get directions

DOWNTOWN

570 Lexington Avenue, Suite 1600A New York, NY 10022

212-661-4370

get directions

DOWNTOWN NYC

101 Greenwich Street, 22nd Floor New York, NY 10006

800-585-4658

get directions
Call Now!