Prepare New York employees to recognize unlawful sexual harassment, step in as bystanders, and use the complaint options state and city law provide.
New York State requires every employer to provide sexual harassment prevention training each year, and New York City adds its own rules. Employees need to know what crosses the line, what to do when they see it, and where to turn for help. This course is for all New York employees, including those working in New York City. The program defines sexual harassment using guidance from the state Department of Labor and Division of Human Rights. It summarizes federal and state laws, gives examples of unlawful conduct and explains remedies open to victims. Viewers learn their right to seek redress and the forums where complaints are heard. It also covers supervisor duties, bystander intervention and why retaliation is prohibited. The course supports annual training under New York Labor Law §201-g and the New York City Human Rights Law. Both expect interactive training, so give participants a way to ask questions and offer feedback. The video runs 23 minutes and is available in English and Spanish.
Every employee of a New York employer needs sexual harassment prevention training, regardless of company size or job title. That includes office staff, production workers, supervisors, and part-time, seasonal and temporary workers. The 23-minute video is available in English and Spanish, which helps employers reach bilingual workforces.
New York Labor Law §201-g requires every employer in the state to adopt a sexual harassment prevention policy and provide interactive training each year. In New York City, the Stop Sexual Harassment in NYC Act adds an annual interactive training requirement for employers with 15 or more employees.
New York requires sexual harassment prevention training at least once a year for all employees. Many employers run training on a calendar-year cycle or on each worker's hire anniversary. New hires should be trained as soon as possible after starting. Keep attendance records to show each employee completed the annual session.
A New York employee who witnesses sexual harassment should report it to a supervisor, manager or human resources under the employer's complaint procedure. Bystanders can also step in safely, for example by interrupting the behavior or checking on the target. Reporting what you saw is protected, and retaliating against witnesses is illegal.
New York employees can file sexual harassment complaints with the New York State Division of Human Rights. They can also go to the federal Equal Employment Opportunity Commission. New York City workers can also go to the NYC Commission on Human Rights. Employees may file a lawsuit, or contact police when the conduct is criminal.
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