A New Law to Further the Prevention of Sexual Harassment in NYC Workplaces
The New York City Council recently passed legislation called the Stop Sexual Harassment in NYC Act. If Mayor Bill de Blasio signs the bill, it will go into effect on April 1, 2019.
What changes were introduced?
Who must receive the mandatory anti-harassment training?
All employers with 15 or more employees (including interns) must conduct yearly anti-sexual harassment training for all their employees. Supervisors and managers must also receive the annual training. The training must cover sexual harassment definitions and examples, bystander intervention education, and education about how to file complaints within the company and at the city, state and federal levels.
New NYC employees who work 80 or more hours per year on a full or part-time basis must receive the training within 90 days of initially being hired. If the employee received the training while working for another employer within the yearly training period, the employee can wait until the next year for annual training. Employers must receive a signed acknowledgement from the employee that he or she received the training.
What notifications must employers provide?
Employers must display a poster of anti-sexual harassment rights and responsibilities in a conspicuous spot and provide new employees with a sexual harassment information sheet that the City Commission has designed. This requirement takes effect 120 days after the mayor signs the act into law.
The City Commission must post resources about sexual harassment on its website and provide specific examples of sexual harassment, retaliation, information on bystander prevention and explanations regarding how to file complaints with the city, state and federal agencies.
(Further information is available at the National Law Review.)
Get Legal Help with New York City Anti-Harassment Law
If you are facing a sexual harassment claim, Stephen Hans & Associates can assist you in protecting your rights. Our firm offers seasoned legal guidance when advising and representing employers in disputed employment issues.