New York Sexual Harassment Training (City + State): A Comprehensive Guide
In New York, there are important rules about sexual harassment training that everyone should know. After the #MeToo movement and increased awareness about workplace behavior, New York has made strong laws to prevent sexual harassment. However, with new regulations in place, it is important to stay updated with the latest information.
That’s where our ‘Comprehensive Guide on New York Sexual Harassment Training Requirements‘ comes in. It will provide you with a comprehensive understanding of New York’s sexual harassment training requirements and answer all your doubts.
Let’s get into it!
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What Is NYC Law: Stop Sexual Harassment In NYC Act?
The “Stop Sexual Harassment in NYC Act” is a law that applies to all employers with fifteen or more employees. It requires them to provide annual sexual harassment training to all employees. Along with employees, it also includes independent contractors, interns and freelancers based in NYC. It is in accordance with the amendments made to the law on January 11, 2020.
The training applies to all or any employees who work in New York City for more than 80 hours in a calendar year and for at least 90 days, regardless of their employer’s location. Furthermore, an employee based elsewhere but in New York City but regularly interacts with colleagues in New York City must also receive NYC sexual harassment training.
New York Sexual Harassment Prevention Training
What Is The New York State Sexual Harassment Training Deadline?
The latest New York State sexual harassment training deadline was December 31, 2023. That means employers must have provided the annual proof of sexual harassment training on or before December 31. Employees must do this training once every year. However, the timing of this training can be based on the calendar year, an employee’s start date anniversary, or another date of the employer’s choosing.
New York State Anti-Harassment
Are New Employees Covered In Sexual Harassment Training New York Requirements?
New York State guidance recommends training new employees as soon as possible, as employers can be held liable for the actions of new employees from their start dates. Employers must provide sexual harassment prevention policy and training annually. They may satisfy this requirement if a new employee has already completed training with a previous employer or temporary help service.
New York Sexual Harassment Prevention Training (Course)
How Is record-keeping done?
While employers are not required to keep training records, it is encouraged. The requirements involve:
- Obtaining a signed confirmation from staff.
- Affirming that they have reviewed the sexual harassment prevention policy.
- Securing copies of all records related to harassment prevention training.
It is crucial because these will be useful in dealing with potential grievances or legal claims that may arise in the future.
New York Sexual Harassment Training For Managers And Supervisors 3.0 Course
Which Employers Are Obligated To Provide Training To Their Employees?
Employers that have a workforce of fifteen or more employees or have even employed a single domestic worker at any time in the past year have a legal obligation to provide sexual harassment training to their employees.
Sexual Harassment In New York (Course)
Is It Mandatory For Short-Term, Part-Time Employees And Interns To Receive Sexual Harassment Prevention Training?
Yes, it is mandatory for short-term, part-time employees and interns who work over 80 hours and for a minimum of 90 days to receive sexual harassment training. However, those who work for fewer days and fewer hours than mentioned are not required to receive training.
Sexual Harassment Prevention For Employees In New York 2023 (Course)
How To Count For Minimum 15-Employee Limit?
First, counting 15 employees or more is done, regardless of whether they work part-time or full-time. And this number is counted concurrently, not consecutively. This 15-employee threshold also includes employees who are outside of New York City. Furthermore, independent contractors fall under the 15 employees limit regardless of the number of hours or days they work.
If New Employees Join After Receiving Training From A Previous Organization, Do They Need To Do Training In The Current Organization?
No, if employees meet the NY sexual harassment training requirements as per NYC Local Law, they DO NOT need additional training within the same calendar year.
However, as per NYC Local Law 96 (2018), employers must maintain all the documents of all training that took place for at least three years. These records can be in either paper or electronic form. And they must be made available for inspection by the Commission upon request.
New York City Understanding Harassment
Are Employees With Disabilities Or Limited English Proficiency Accommodated During Training?
Employers must provide accessible training to all employees, including those with disabilities or limited English proficiency. Coggno provides multilingual sexual harassment prevention training. Explore our marketplace and register for your desired training.
Nueva York: Prevención Del Acoso Sexual Para Empleados Course
Get Your NY Sexual Harassment Training From Coggno
Looking for an easy and convenient way to ensure your employees receive proper NY Sexual Harassment Training? Look no further than Coggno. As an online marketplace for enterprise training, Coggno offers a comprehensive and up-to-date course on sexual harassment prevention training. All you need to do is watch NYC and NYS sexual harassment training videos and pass the test. Upon completion of training, employees will receive a NYS and NYC sexual harassment training certificate.
Don’t risk your business’s reputation or legal compliance; get your NY Sexual Harassment Training from Coggno today.
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