NYS Compliant Sexual Harassment Training
Every business in New York, take notice of the new sexual harassment laws, including the requirement for ALL employers to provide MANDATORY sexual harassment prevention training to its employees every year. The new laws also require employers to have a written sexual harassment prevention policy, as well as several other new and important changes
These laws apply to all employers in NY, regardless of size or number of employees.
New York Chiropractors: The Phoenix Shift has a kit for you!
Out comprehensive, fully NYS Compliant Kit includes:
- Sexual Harassment Prevention Instructions
- Sexual Harassment Prevention Policy
- Combat Harassment Complaint Form
- Sexual Harassment Interactive Training Worksheet
- Acknowledgment of Training
- Sexual Harassment Training Video
- Sexual Harassment Training Checklist
Now you may be thinking, "I have an employee handbook, so I am covered for this."
Unfortunately, the parameters around this new law are very specific and your old Employee handbook will not do.
You must provide the following:
Every employer in the State of New York is required to adopt a sexual harassment prevention policy pursuant to Section 201-g of the Labor Law. An employer that does not adopt the model policy must ensure that the policy that they adopt meets or exceeds the following minimum standards. The policy must:
i) prohibit sexual harassment consistent with guidance issued by the Department of Labor in consultation with the Division of Human Rights;
ii) provide examples of prohibited conduct that would constitute unlawful sexual harassment;
iii) 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;
iv) include a complaint form;
v) include a procedure for the timely and confidential investigation of complaints that ensures due process for all parties;
vi) inform employees of their rights of redress and all available forums for adjudicating sexual harassment complaints administratively and judicially;
vii) 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; and
viii) clearly state that retaliation against individuals who complain of sexual harassment or who testify or assist in any investigation or proceeding involving sexual harassment is unlawful.
Employers must provide each employee with a copy of its policy in writing. Employers should provide employees with the policy in the language spoken by their employees.