Do You and Your Employees Understand NYC’s Sexual Harassment Laws?

And how it differs from New York State’s law?

As a New York City-based business, you need to comply with the strengthened protection against sexual harassment under the New York State Human Rights Law and the Stop Sexual Harassment in NYC Act. Though most of the content and obligations of the two laws overlap, as an NYC employer you have a few additional responsibilities. Under New York City law, employees who need training also include independent contractors and freelancers—any employee who works in NYC for more than 80 hours in a calendar year and for at least 90 days, no matter where the employer is based. The law also specifies that training must include a component that teaches bystanders how to intervene when they witness sexual harassment.

New York City Training Compliance Requirements

The Stop Sexual Harassment in NYC Act requires annual training for all employees and applies to businesses with 15 or more employees (though under the New York State law, all employers must provide training). The NYC law states that training must be interactive and include:

  • “An explanation of sexual harassment as a form of unlawful discrimination under local law;
  • A statement that sexual harassment is also a form of unlawful discrimination under state and federal law;
  • A description of what sexual harassment is, using examples;
  • Any internal complaint process available to employees through their employer to address sexual harassment claims;
  • The complaint process available through the Commission, the New York State Division of Human Rights and the United States Equal Employment Opportunity Commission, including contact information;
  • The prohibition of retaliation including examples;
  • Information concerning bystander intervention, including but not limited to any resources that explain how to engage in bystander intervention;
  • The specific responsibilities of supervisory and managerial employees in the prevention of sexual harassment and retaliation, and measures that such employees may take to appropriately address sexual harassment complaints.”

Ensure a Respectful Workplace with Alterity’s Virtual Training

We understand that a workplace encompasses more than an office, especially when working with freelancers and contractors. That’s why our online training includes modules on “Harassment Inside and Outside the Office,” and “Prevention in Practice,” as well as a variety of interactive scenario-based activities; bystander training; and key facts, definitions, and regulations. And of course, our training is designed to comply with the Stop Sexual Harassment in NYC Act and the New York State Legislature & New York City Council Requirements For Sexual Harassment Training New York, as amended in 2018. It also covers compliance for:

  • Title VII of the Civil Rights Act of 1964
  • The Americans with Disabilities Act and the Rehabilitation Act
  • The Equal Pay Act
  • Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA)
  • The Equal Employment Opportunity Commission

We also understand that HR managers are a big part of compliance, and so provide them with detailed reports and analytics, assistance with compliance reporting requirements, and a user-friendly online learning portal that simplifies compliance management.