New York City Anti-Harassment
2h 25 min! Run Time
Employees
only
of Completion
What you'll learn
Skills covered in this course
Description
HSI provides training that satisfies the requirements of New York City Anti-Harassment law, with a definition of sexual harassment, the employer's complaint process, bystander intervention, and the responsibilities of supervisors and managers.
System Requirements
See System Requirements in the Coggno Knowledge Base
Author
New York City Anti-Harassment
What constitutes sexual harassment at times can seem vague, and in some cases may even be considered a matter of opinion. This is likely the reason why sexual harassment is the most common form of harassment in United States' workplaces. The goal of this series is to clear up any confusion and dispel any preconceived notions by highlighting federal and New York State and City sexual harassment laws. Every employee should clearly understand what behavior is considered okay and what crosses a line.
Every employee should thoroughly understand the actions they can take if they are a witness to or are a victim of harassment. And lastly, every employee should fully understand their protections under the law. For more information, contact [email protected].
Your company harassment policy is considered the first step in creating an anti-harassment culture. It's what federal entities will look at first if your organization faces any harassment claims. So, creating and communicating an effective sexual harassment policy is extremely important to your organization, to say the least. A quality sexual harassment policy can help prevent sexual harassment in the workplace and help you avoid potentially catastrophic lawsuits.
In this course, we're going to discuss how to write an effective policy, how to communicate the policy, how to train people on the policy, and how to hold people accountable to the policy. Always consult an attorney when creating these specific policies for your company to ensure that all elements are up-to-date and comply with local law. For more information, contact [email protected].
Complaints of sexual harassment must be handled swiftly and proficiently. As a supervisor, part of your role may be to assist in or fully conduct an investigation into a sexual harassment complaint. According to the Equal Employment Opportunity Commission, or EEOC, there is very strict criteria one must follow in order to participate in the investigatory process. This is very important for you to understand as you investigate or assign an investigator.
So in this program, we'll talk about what exactly is required of an investigator. This includes how to collect evidence, how to interview witnesses, and how to conclude an investigation. We'll go over the importance of objectivity and finding the truth. Well also discuss protection from retaliation and taking the appropriate action.
For more information, contact [email protected].
Frequently Asked Questions
It satisfies the requirements of New York City's Anti-Harassment law.
It provides a clear definition of sexual harassment as required under NYC law.
The course covers bystander intervention so employees know how to act when they witness harassment.
It outlines the responsibilities of supervisors and managers under the NYC requirement.
Yes, it walks through the employer's complaint process for reporting harassment.
