group of coworkers huddled together looking at laptop screen

NYC Enacts New Sexual Harassment Training, Poster, and Information Sheet Requirements

Training Requirements Effective April 1, 2019

New York City has enacted new sexual harassment trainingposter, and notice requirements for employers. Starting April 1, 2019, employers with 15 or more employees will be required to annually conduct anti-sexual harassment interactive training for all employees, including supervisors and managers. In addition, starting September 6, 2018, all employers will be required to:

  • Post an anti-sexual harassment rights and responsibilities poster in employee break rooms or other common areas where employees gather; and
  • Distribute an information sheet on sexual harassment to employees at the time of hire and in the employee handbook.

The city is expected to release a model poster and information sheet soon.

Additional requirements applyClick here for more on the training requirement. Click here for more on the poster and information sheet requirements.

To review other laws specific to New York, visit the State Laws section, click on New York, and choose your topic of interest from the left-hand navigation menu.

manager making female employee uncomfortable with hand on shoulder per sexual harassment

Tips for Eliminating Sexual Harassment in the Workplace

EEOC Recommends Certain Actions to Prevent and Correct Harassment

Prevention is the best tool to eliminate sexual harassment in the workplace. The U.S. Equal Employment Opportunity Commission (EEOC) encourages employers to take certain steps necessary to prevent and correct workplace harassment.

What is Sexual Harassment?

Sexual harassment is a form of unlawful sex discrimination that can occur in a variety of circumstances. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct:

  • Explicitly or implicitly affects an individual’s employment;
  • Unreasonably interferes with an individual’s work performance; or
  • Creates an intimidating, hostile, or offensive work environment.

Preventing and Correcting Sexual Harassment in the Workplace

Below are various actions the EEOC recommends employers take to prevent and correct workplace harassment.

  • Establish, distribute, and enforce a policy prohibiting harassment and setting out a procedure for making complaints. An employer’s anti-harassment policy should make clear that the employer will not tolerate sexual harassment or retaliation against anyone who complains of harassment or who participates in an investigation.
  • Conduct a prompt, thorough, and impartial investigation of any harassment complaint. The investigator should interview the employee who complained of harassment, the alleged harasser, and others who could reasonably be expected to have relevant information. The alleged harasser should not have any direct or indirect control over the investigation.
  • Take immediate measures to stop confirmed harassment and ensure it does not recur. Disciplinary measures should be proportional to the seriousness of the offense. The employer also should correct the effects of the harassment by, for example, restoring leave taken because of the harassment and expunging negative evaluations in the employee’s personnel file that arose from the harassment.

Taking steps to eliminate sexual harassment in the workplace not only promotes a healthy and productive work environment, but it may also help an employer defend against liability in the event the employer is held responsible for unlawful harassment.

To learn more about sexual harassment, check out our section on Sex Discrimination.