New York City has its own sexual harassment laws in place. The new sexual harassment training provisions apply to businesses with 15 or more employees, including interns. The NYC law requires that employers conduct annual anti-sexual harassment training for all employees, including supervisors and managers.
While the training obligation applies to employers with fifteen or more employees, the act expands protection against sexual harassment to all employees and interns in New York City regardless of the size of the employer.
New York City Must Post Anti-Harassment Notices by September 6th
All employers in New York City will be required to post the NYCCHR’s anti-harassment poster in a conspicuous place and provide the corresponding information to employees at the time of hire. This requirement begins September 6, 2018.
To see a copy of the NYC Poster Notice (English Version) that must be published click HERE for 8.5 x 11 and click HERE for 8.5 x 14.
For a copy of the legal notice in Spanish click HERE.
New York City Sexual Harassment Training
Under the NYC law, sexual harassment training must:
- Provide an explanation of sexual harassment as a form of unlawful discrimination under NYC law;
- State sexual harassment is unlawful discrimination under federal and New York state law;
- Provide a description of what sexual harassment is;
- Provide for an internal complaint process;
- State the complaint process available through the NYC Commission on Human Rights, the New York State Division of Human Rights and the Equal Employment Opportunity Commission, including contact information;
- Explain the prohibition against retaliation;
- Provide information concerning bystander intervention (i.e., such as suggestions on how to confront a harasser); and
- Outline the responsibilities of supervisory and managerial employees in the prevention of sexual harassment and retaliation, and measures such employees should take to appropriately address sexual harassment complaints.
The annual training obligation begins April 1, 2019, and within 90 days of an employee’s initial hire. Training acknowledgement forms must be kept for three years. The law expands the statute of limitations for sexual harassment claims to three years.
For more details regarding the New York City Sexual Harassment Regulations click HERE.
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