Equip New York managers and supervisors to prevent, spot and respond to sexual harassment, handle complaints properly, and avoid any retaliation.
Managers and supervisors in New York carry extra responsibility when harassment occurs. Their actions, or failure to act, can expose the employer to liability and leave employees unprotected. This course is built for supervisors in New York State and New York City who need annual training with a management focus. It starts with how the state Department of Labor defines sexual harassment, then reviews federal law and state and city statutes. Practical examples show employee conduct that may qualify as harassment. Viewers learn the remedies open to victims, the right to redress, and how complaints are adjudicated. The course spells out how supervisors should behave and what they must do to prevent and address harassment. It also stresses bystander intervention and the serious consequences of retaliation. 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 add a way for participants to ask questions. The video runs 27 minutes in English and Spanish.
New York sexual harassment training for managers is for supervisors, department heads, owners and anyone who directs employees in the state. Managers have added responsibilities because they are expected to act on harassment they see or hear about. The 27-minute video is available in English and Spanish.
New York does not require a separate supervisor course. However, annual training under Labor Law §201-g has to address supervisor conduct and added responsibilities. New York City employers with 15 or more employees also have to meet the Stop Sexual Harassment in NYC Act. Both laws require interactive training.
A New York manager who receives a sexual harassment report should take it seriously. Forward it to human resources or the designated contact right away. Avoid promising total confidentiality, and do not investigate alone unless that is your role. Protect the employee from retaliation while the investigation proceeds.
Retaliation under New York sexual harassment law is any adverse action that could discourage someone from reporting or opposing harassment. Examples include firing, demotion, reduced hours, poor reviews or exclusion. The protection extends to employees who complain, testify, assist an investigation or file a complaint with a government agency.
New York managers who ignore or allow sexual harassment can face discipline up to termination under the state's model policy. Their inaction can also make the employer liable and expose managers to lawsuits. Reporting known harassment promptly protects employees, the organization and the manager.
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