September 27, 2019
New York employers have just two more weeks in which to comply with the sexual harassment prevention training requirements under New York State law. If you are an employer in New York and have not already provided sexual harassment prevention training to your employees, you must do so by October 9 to avoid violation of the law. The training must meet or exceed the minimum training standards established by the State. You must also be sure to comply with additional requirements under the law, such as the mandatory distribution of sexual harassment prevention policies and notices that meet applicable statutory requirements.
Which companies must provide training to their employees, and who must receive the training?
Under New York State law, all employers must provide the required anti-harassment training by October 9, 2019, to all employees who work at least a portion of their time in New York State, regardless of employee immigration status or position, whether supervisory or non-supervisory, full-time or part-time, seasonal or temporary.
An additional New York City law applies to employers that had a combined total of 15 or more employees, interns or independent contractors working in New York City at any point in 2018, regardless of the number of days or hours worked. These employers must comply with the New York State law discussed above but must also comply with the New York City law, which has additional substantive requirements in regard to mandatory training and written information that must be made available to one’s employees in New York City.
Trainings by Reavis Page Jump LLP
RPJ has long provided discrimination prevention, sensitivity and anti-harassment trainings to our clients. Our in-person and online training programs are designed to satisfy the new statutory legal requirements of New York State, New York City, California and Connecticut. In addition, we have released a special “attorney version” of our online training course for attorneys to earn CLE credits while satisfying New York and/or California training requirements, as discussed here. RPJ also assists companies and organizations in writing policies and postings that must be made available to their employees according to the new legal obligations.
RPJ’s engaging, interactive programs are led by attorneys and human resources professionals of our firm, drawing on our unique perspective from decades of experience in the legal trenches of employment law, discrimination prevention and dispute resolution.
To learn more about RPJ’s in-person and online training programs, please visit our Training Programs page, or contact Deena R. Merlen directly by email at firstname.lastname@example.org or phone at 212-763-4160 (NY) or 203-653-4422 (CT).
This article is intended only as a general discussion of these issues. It is not considered to be legal advice or relied upon in regard to particular legal matters. If you seek assistance with a particular employment law or labor law matter, please contact RPJ Partner Deena R. Merlen to discuss.