New York and New York City Online Sexual Harassment Training
Protect your employees and your organization: Comply with NY state and city regulations.
This article details the current requirements under New York State and New York City sexual harassment training laws, including legislation enacted in 2018 and 2019, and updated guidance issued by New York State in October 2019 and New York City in January 2020.
NYS Sexual Harassment Training By October 9, 2019, all employers should have provided sexual harassment training to all employees located in New York State. Going forward, employers must provide sexual harassment prevention training to all employees each year. All companies that bid on contracts with the New York State government must submit an affirmation that they have a sexual harassment policy and have provided sexual harassment training to all employees, even those not located in the state. Court decisions and regulations from around the country have made clear for years that all employers should provide sexual harassment prevention training. At the same time, California, Connecticut, Delaware, Illinois, Maine, and New York State and New York City have specifically required sexual harassment training by state statutory provisions. The New York State law:
- Applies to all employers, regardless of their size, who employ anyone in the state of New York.
- Applies to all contractors who bid on New York State contracts.
- Applies to all employees, not just supervisors. (California, Connecticut, Delaware, Illinois, and Maine also require training for all employees.)
- Requires that the sexual harassment prevention training be provided annually.
NYC Law The law, “Stop Sexual Harassment in NYC Act,” applies to all employers with 15 or more employees, and requires annual sexual harassment training NYC for all employees, interns, independent contractors, and freelancers in New York City. Employers must provide sexual harassment prevention training to all employees and interns by December 31, 2019, and then must retrain each calendar year. On January 11, 2020, the sexual harassment training requirement in the New York City Human Rights Law (NYCHRL) was expanded in scope to include the requirement to train not just employees and interns but also independent contractors and freelancers. The law also requires sexual harassment prevention training of certain employees based outside of New York City. Specifically, any employees who work or will work in New York City for more than 80 hours in a calendar year AND for at least 90 days must be trained, regardless of whether the employer is based in New York City. This same threshold of 80 hours and 90 days is used to determine whether independent contractors and freelancers must be trained, regardless of location. If an employee is based elsewhere but regularly interacts with other employees in New York City, even if they are not physically present in the City, they should be trained. Both the state and city laws detail specific content that must be addressed in the sexual harassment prevention training. While state training content requirements are similar to content requirements in other states, New York City’s law goes beyond the harassment prevention training content that previously has been required in other jurisdictions. For example, the harassment prevention training provided to employees in New York City must:
- Address bystander intervention.
- Describe the complaint process available through the New York City Commission on Human Rights, the New York State Division of Human Rights, and the United States Equal Employment Opportunity Commission, and provide employees with those agencies’ contact information.
The four tables below detail the obligations and the differences between the New York State and New York City laws regarding:
- Training Requirements for New York State (Table 1).
- Training Requirements for New York City (Table 2).
- Training Content for New York State (Table 3).
- Training Content for New York City (Table 4).
Sexual Harassment Training Obligations in New York State
Employers and Employees Covered
All employers, regardless of size, must provide harassment prevention training to all employees.
According to the final guidance issued by the state, an “employee” includes all workers, regardless of immigration status. “Employee” also includes exempt or non-exempt employees, part-time workers, seasonal workers, and temporary workers.
Minor employees, such as child actors, are required to take sexual harassment prevention training. However, those employing children under the age of 14 may opt to simplify the harassment prevention training and sexual harassment prevention policy, while still meeting the minimum requirements.
Only employees who work or will work in the state need to be trained. However, if an individual works a portion of their time in New York State, even if they’re based in another state, they must be provided with harassment prevention training.
An agency or any other worker organization (e.g. labor union) may choose to provide harassment prevention training to workers; however, the employer may still be liable for the employee’s conduct and understanding of policies and should train the employee on any nuances and processes specific to the company or industry
The learning objectives for New York supervisors in the Sexual Harassment Prevention Training course typically include the following:
- Understanding Sexual Harassment:
- Define sexual harassment and identify different forms it can take.
- Recognize behaviors that constitute sexual harassment.
- Legal Framework:
- Understand federal, state, and local laws regarding sexual harassment.
- Learn about the rights and responsibilities of employers and employees under these laws.
- Employer Responsibilities:
- Comprehend the responsibilities of employers in preventing and addressing sexual harassment.
- Understand the importance of maintaining a harassment-free workplace.
- Supervisory Responsibilities:
- Learn the specific roles and responsibilities of supervisors in preventing and responding to sexual harassment.
- Recognize the importance of setting an example and creating a respectful workplace culture.
- Complaint Procedures:
- Understand the procedures for reporting and handling complaints of sexual harassment.
- Learn how to conduct investigations and maintain confidentiality.
- Retaliation:
- Identify what constitutes retaliation and understand that it is illegal.
- Learn how to prevent and address retaliation against individuals who report harassment.
Government Contractors Covered
All contractors who bid on contracts to provide goods or services to the NYS government or any state agency where competitive bidding is required must certify under penalty of perjury that they have a sexual harassment policy and that they provide annual sexual harassment training to all employees, even those outside of the state.
Specifically, the bid must include the following language: “By submission of this bid, each bidder and each person signing on behalf of any bidder certifies, and in the case of a joint bid each party thereto certifies as to its own organization, under penalty of perjury, that the bidder has and has implemented a written policy addressing sexual harassment prevention in the workplace and provides annual sexual harassment prevention training to all of its employees.” (State Finance Law, Section 139-L).
The New York State Human Rights Law imposes liability on employers for the actions of independent contractors, subcontractors, vendors, or consultants; thus, employers are also encouraged to provide their sexual harassment prevention policy and sexual harassment prevention training to anyone providing services in the workplace, in addition to employees.
How Often
Employers must provide each employee with the harassment prevention training at least once per year. Employers can track completion based on the calendar year, the anniversary of each employee’s start date, or any other date the employer chooses. For simplicity and to coordinate with other harassment training laws in New York City and in other states, most employers choose to track completion based on the calendar year.
New Employees
The NY State final guidance encourages training of new employees as soon as possible, noting that employers may be liable for the actions of employees immediately upon hire.
The law requires that employers provide a sexual harassment prevention policy and harassment prevention training on an annual basis to all employees. An employer may choose to deem the training requirement satisfied if a new employee can verify completion through a previous employer or through a temporary help firm.
Recordkeeping
Employers are not required to (but are encouraged) to keep a signed employee acknowledgment of having read the sexual harassment prevention policy and a copy of all harassment prevention training records, as these records may help address future sexual harassment complaints or lawsuits.
Interactivity
NY State’s final guidance says that harassment prevention training may be in-person or online, so long as it is “interactive”. Interactivity requires employee participation. Examples of employee participation include:
If the training is web-based, and the employee must select the right answer when asked questions at the end.
If the training is web-based, the employees have an option to submit a question online and receive an answer immediately or in a timely manner. (Clear Law’s harassment prevention training allows users to submit questions and Clear Law – or the client – answers the questions promptly.)
In an in-person or live training, the presenter asks the employees questions or gives them time throughout the presentation to ask questions.
Web-based or in-person training that provides a Feedback Survey for employees to turn in after they have completed the training.
According to NY State’s guidance, “An individual watching a training video or reading a document only, with no feedback mechanism or interaction, would NOT be considered interactive.”
Sexual Harassment Training Obligations in New York City
Employers and Employees Covered
Employers who had 15 or more employees at any given point in the previous calendar year must provide sexual harassment training to their staff.
If a short-term employee, part-time employee, intern, independent contractor, or freelancer works:
- more than 80 hours in a calendar year AND
- for at least 90 days,
then the individual must be trained.
In October 2019, Int. 136-A was enacted, which extends the employment protections of the New York City Human Rights Law (“NYCHRL”) to freelancers and independent contractors, allowing these workers to file discrimination, harassment, and retaliation complaints with the New York City Commission on Human Rights and bring suit in court. It also explicitly required employers to train independent contractors and freelancers who meet the minimum requirements for training. It clarified that employees need not take the training at each workplace they work over the course of a year; independent contractors and freelancers can provide proof of completion of sexual harassment training each year to multiple workplaces. These changes went into effect on January 11, 2020.
Applicability to Employers and Employees Based Outside of New York City
According to guidance issued by the City:
- Any worker (including employees interns, freelancers, and independent contractors) who work or will work in New York City for more than 80 hours in a calendar year AND for at least 90 days must be trained, regardless of whether the employer is based in New York City.
- If a worker is based elsewhere but regularly interacts with other employees in New York City, even if they are not physically present in the City, they should be trained.
Government Contractors Covered
New employees must receive sexual harassment training within six months of hire.
How Often
Must provide sexual harassment prevention training to each employee each calendar year.
New Employees
According to guidance issued by the city, employers should provide sexual harassment prevention training to new employees (and interns, freelancers, and independent contractors) as soon as possible after hire. NYC’s guidance notes that employers are liable for sexual harassment by new employees as soon as they are hired.
Employers are required to train employees who will work more than 80 hours in a calendar year and will work for at least 90 days. New employees who work 80 or more hours per year, on a full or part-time basis, in New York City, must be trained after 90 days of hire.
Recordkeeping
Employers shall keep a record of all sexual harassment prevention training, including a signed employee acknowledgment, which may be electronic. Employers shall maintain such records for at least three years and such records must be made available for commission inspection upon request.
Interactivity
The sexual harassment prevention training must be “interactive,” which is defined as “participatory.” Online training may suffice if it is interactive.
Who Must Complete Harassment Prevention Training Under New York City’s Act 0632?
Under New York City's Act 0632, the following individuals are required to complete harassment prevention training:
- Employers with 15 or More Employees: This includes companies that have at least 15 employees in total. Importantly, this count must include interns, regardless of their employment status.
- All Employees: Both full-time and part-time employees are obligated to undergo this training. It is not limited to permanent staff; even temporary or seasonal workers must participate.
- New Hires: Any new employee must complete the training within the first 90 days of their employment. This ensures that everyone is informed about harassment prevention from the start of their association with the company.
- Annual Renewal: The training is not a one-time requirement. Employees must retake the training every year to stay compliant with the regulations.
By adhering to these requirements, organizations can ensure they are in full compliance with New York City's harassment prevention laws.
Harassment Training Content Requirements in New York State
Applicable Laws
Information containing the federal and state statutory provisions concerning sexual harassment and remedies available to victims of sexual harassment, and a statement that there may be applicable local laws.
Reporting, External Forums of Adjudication, and Rights of Redress
Information concerning employees’ rights of redress and all available forums for adjudicating complaints.
Retaliation
Training on retaliation is not specifically required by state law, but the law also notes that anti-retaliation provisions must be included in the employer’s policy. New York’s Human Rights Law prohibits retaliation against employees who file an internal or external complaint, testify, or assist in any investigation.
Bystander Intervention
No requirement to address bystander intervention.
Supervisors’ Duties
According to the state guidance, employers must ensure managers and supervisors, as well as all employees, are aware of the extra requirements and responsibilities for those in managerial/supervisory roles. While employers may provide additional or separate sexual harassment prevention training to supervisors and managers, this language indicates that employers should inform all employees of supervisors’ and managers’ responsibilities for preventing and reporting sexual harassment.
Does this course meet the New York State and New York City ACT 0632 requirements?
Yes, this course fully complies with the ACT 0632 requirements set by both New York State and New York City.
Harassment Training Content Requirements in New York City
Applicable Laws
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.
Reporting, External Forums of Adjudication, and Rights of Redress
The sexual harassment prevention training must inform employees of the internal complaint process available to employees through their employer to address sexual harassment claims. It also must describe the complaint process available through the New York City Commission on Human Rights, the New York State Division of Human Rights, and the United States Equal Employment Opportunity Commission, including contact information.
Retaliation
The prohibition of retaliation, pursuant to subdivision 7 of section 8-107, and examples of protected activity under the law (such as opposing discrimination, filing a complaint, testifying on behalf of someone complaining about discrimination, and assisting in an investigation).
Bystander Intervention
Information concerning bystander intervention, including but not limited to any resources that explain how to engage in bystander intervention.
Supervisors’ Duties
The specific responsibilities of supervisory and managerial employees in the prevention of unlawful sexual harassment and retaliation, and measures that such employees may take to appropriately address sexual harassment complaints.
Does this course meet the New York State and New York City ACT 0632 requirements?
Yes, this course fully complies with the ACT 0632 requirements set by both New York State and New York City.
General FAQ
Other Provisions of the New York State and New York City Sexual Harassment Laws
Limitations on Non-Disclosure Agreements. Effective July 11, 2018, New York State prohibits the use of a nondisclosure agreement (“NDA”) as part of the settlement of a sexual harassment claim, where the NDA would prevent the person who complained from disclosing the underlying facts and circumstances of the harassment. An NDA is prohibited unless the complainant prefers such a provision. If the complainant indicates that he or she prefers an NDA, the employer must give the complainant 21 days to consider the NDA, and then memorialize the complainant’s preference for an NDA in writing, signed by all parties. The complainant then has an additional 7 days to revoke the preference for an NDA. The New York State law requires that the 21-day consideration period expire (and cannot be waived or shortened) before the complainant’s preference can be memorialized, and the minimum 7-day revocation period cannot start until after. These limitations on the use of NDAs now apply not only to sexual harassment claims but to all types of harassment, discrimination, and retaliation claims under New York law.
Limitations on Arbitration Agreements. In 2018, New York prohibited employers from requiring employees to arbitrate sexual harassment claims, unless it was part of a collective bargaining agreement. In 2019, New York State expanded the prohibition of mandatory arbitration clauses to include not just sexual harassment claims, but also any discrimination or retaliation claim. (However, in June 2019, in the case of Latif v. Morgan Stanley, a federal judge in the Southern District of New York ruled that the ban on arbitration of sexual harassment claims conflicts with the Federal Arbitration Act [“FAA”], and is therefore unenforceable.)
Model Sexual Harassment Policy. As required by the New York State law, the New York State Department of Labor has developed a “model” sexual harassment prevention policy that includes a standard complaint form and a procedure for the “investigation of complaints” that ensures “due process for all parties.” Employers may either adopt this model sexual harassment policy as their own or ensure that their policy includes all the mandated elements. According to the New York State final guidance, employers should distribute the policy to employees before beginning work. Employers must provide the policy to all employees in writing or electronically. If a copy is made available on a work computer, employees must be able to print a copy for their own records. Employers are not required to collect a signed acknowledgment of employees having read the policy, but employers are encouraged to keep a signed acknowledgment. Employers should also post copies of the sexual harassment policy in the workplace.
Posting Requirements. The New York City Commission on Human Rights has created a poster and information “fact sheet.” All employers in NYC must post an anti-sexual harassment rights and responsibilities poster in English and Spanish and provide an information fact sheet on sexual harassment to each employee at the time of hire (which can be included in an employee handbook). The New York State model sexual harassment prevention policy indicates that employers must post their sexual harassment policy “prominently in all work locations and be provided to employees upon hiring.”
Lower Burden of Proof. New York State has lowered its burden of proof for workplace harassment claims. Harassment based on any protected characteristic is now unlawful “regardless of whether such harassment would be considered severe or pervasive,” which is the standard under federal law. Plaintiffs now need only to demonstrate that the harassment subjected him or her to “inferior terms, conditions, or privileges of employment” for the harassing behavior to violate New York State law.
NYC eliminated its “severe or pervasive” standard in 2005. An employee bringing a harassment or retaliation claim in New York City only needs to show that the alleged conduct is more than “petty slights and trivial inconveniences.”
“Faragher-Ellerth” Affirmative Defense Eliminated. New York State has eliminated the “Faragher-Ellerth” affirmative defense that employers can use under federal law. An employer may be able to avoid liability by showing: (1) the employer tried to prevent and correct harassing conduct; and (2) the employee unreasonably failed to take advantage of the employer’s preventative or corrective opportunities (for example, the internal complaint procedures). Now, under New York law, “[t]he fact that such individual did not make a complaint about the harassment to such employer shall not be determinative of whether such employer shall be liable.”
Statute of Limitations Extended. Claimants now have three years to bring a sexual harassment claim under New York State law, whether they file with an administrative agency or in court. Previously the statute of limitations was one year if filing with administrative agencies.
Employers May Face Punitive Damages. State law now allows for punitive damages against employers in harassment, discrimination, and retaliation lawsuits brought under state law.
Attorneys Fees Granted to Prevailing Party. The New York State Human Rights Law now provides that an employee who prevails before a court or the Division of Human Rights “shall” receive attorneys’ fees. In the past, such awards were discretionary. Employers who prevail may only seek attorneys’ fees if the employer can show that the plaintiff’s case was frivolous (continued in bad faith).
The Law Construed to Maximize Deterrence. New York State law must now be construed liberally to “maximize deterrence of discriminatory conduct.”
What To Do Now
Employers should take the following steps:
- Determine if these laws apply to your organization.
- Do you have any employees (including interns, freelancers, or contractors) working in New York or New York City?
- Does your organization bid, or plan to bid, on a New York state or New York City contract?
- Review your policies, arbitration agreements, and NDA’s.
- Update your existing harassment policy to meet the requirements of these laws or provide your employees with the model sexual harassment prevention policy.
- Review your current arbitration agreements and NDA’s with employees.
- Posting
- Comply with poster and “fact sheet” requirements.
- Training
- Ensure that your sexual harassment prevention training is updated to address the new content requirements of the New York State and New York City laws. Clear Law Institute offers one course that covers the requirements of both the New York State and New York City laws.
- Insert your updated policy in your harassment training course.
- Ensure that you provide instruction on your internal policies for receiving and investigating sexual harassment complaints.
- If using online sexual harassment prevention training, determine who will answer questions submitted by users. (Traliant offers to answer questions on behalf of its clients.)
- Train all covered employees each year.
Remember to review the FAQ above on the training obligations and training content requirements.
Traliant’s Online Sexual Harassment Training
No Reruns
Each year we provide a new course at no cost so that your employees aren’t forced to take the same training year after year.
50 State Compliant
Our online training fulfills the sexual harassment training requirements of all federal and state laws, including those in California, Connecticut, Delaware, Illinois, Maine, New York State, and New York City.
Free Legal Updates
With Traliant’s in-house legal expertise, you can be assured that our training is legally accurate and kept up-to-date with any changes in federal or state laws.
Users Can Ask Questions
We answer users’ questions about the training content within one business day, as required by various sexual harassment training laws.
Instructional Design
Our courses utilize a story-based approach with an engaging instructional design that focuses on the nuances of “gray areas.” Our courses are available in English, Spanish, and numerous other languages.
Course Administration
We make it simple to roll out the training to your workplace, and we provide technical support directly to your employees at no additional cost.
