NYC Anti-Harassment Training for Managers

Anti-harassment training is important in the workplace to create a safe and respectful work environment where everyone feels valued and supported. It can also help to reduce the risk of legal claims and costly litigation by demonstrating that the employer took proactive steps to prevent harassment and discrimination. Additionally, providing anti-harassment training can help to enhance the organization's reputation and attract and retain employees who want to work in a positive and inclusive environment.

With a dynamic and engaging format, this course will define the types of harassment you should be familiar with, provide an overview of the laws surrounding different forms of harassment, and guide you in promoting an effective anti-harassment or "zero-tolerance" policy. You will also learn methods for documenting harassment to facilitate an efficient investigation by the company's Human Resources department.

Upon completion, you will be equipped to respond to and identify sexual harassment, and comprehend your role in preventing behavior that can lead to harassment.

Under NYC Local Law 96 (2018), anti-harassment courses are required to include the following elements:

1. An explanation of sexual harassment as a form of unlawful discrimination under local law;
2. A statement that sexual harassment is also a form of unlawful discrimination under state and federal law;
3. A description of what sexual harassment is, using examples;
4. Any internal complaint process available to employees through their employer to address sexual harassment claims;
5. A description of the complaint process available through the NYC Commission on Human Rights, the New York State Division of Human Rights, and the United States Equal Employment Opportunity Commission, including contact information;

1. The prohibition of retaliation, pursuant to subdivision 7 of section 8-107, and examples thereof;

6. Information concerning bystander intervention, including but not limited to any resources that explain how to engage in bystander intervention; and
7. 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.

PLEASE NOTE: This course is not an officially approved curriculum, but it is based on the required standards for sexual harassment training in New York:

• As of 2019, employers who had 15 or more employees, or one or more domestic workers, at any given point in the previous calendar year must provide sexual harassment training to their staff.
• If a short-term employee, contractor, part-time employee, or intern worked more than 80 hours in a calendar year AND for at least 90 days, then the individual must be trained
• Training is required once every 12 months.