New York State Law
a. Extends Protections to Non-Employees
The law adds Section 296-D to the New York State Executive Law. Section 296-D imposes liability upon employers for sex-based harassment experienced by non-employees, such as contractors, vendors, or consultants.
b. Prohibits mandatory arbitration clauses for allegations or claims of sexual harassment. The law also declares existing contract provisions that mandate arbitration of sexual harassment claims null and void.
c. Prohibits non-disclosure agreements in any settlement of a sexual harassment claim unless the claimant requests confidentiality.
d. Mandatory Sexual Harassment Prevention Policy and Training Program -- Effective October 9, 2018
Every employer in the State must adopt or establish a sexual harassment prevention policy and training program by October 9, 2018. Employers are required to provide all employees with a written copy of the policy and training on an annual basis.
All employees should complete sexual harassment prevention training before October 9, 2019.
All new employees should complete sexual harassment prevention training within 30 calendar days of their start date.
Employers should provide employees with training in the language that is spoken by their employees.
e. Requires bidder of State contracts to certify that they have a sexual harassment prevention policy and training in place.
Stop Sexual Harassment in NYC Act
a. Extends the Statute of Limitations for claims of gender-based harassment from 1 to 3 years after the harassing conduct
b. Increased coverage. The law now covers all employers in New York City. Previously only employers with 4 or more employees were covered.
c. Mandatory Sexual Harassment Poster and Information Sheet
d. Mandatory Anti-Sexual Harassment Training -- Effective April 1, 2019
The Act requires employers with 15 or more employees to conduct annual, interactive anti-sexual harassment training for all employees employed in New York City, including supervisory and managerial employees. The New York City Commission on Human Rights will be creating and posting on its website an online, interactive training module, for employers to use.
For more information regarding other employer’s liability or to request a free consultation, click here.
All rights reserved. All content of this blog is the property and copyright of Jia Law Group and may not be reproduced in any format without prior express permission.
Contact email@example.com for more information or to seek permission to reproduce content. This blog is intended for general information purposes only. It does not constitute legal advice. The reader should consult with knowledgeable legal counsel to determine how applicable laws apply to specific facts and situations. Blog posts are based on the most current information at the time they are written. Since it is possible that the laws or other circumstances may have changed since publication, please call us to discuss any action you may be considering as a result of reading this blog.
By using this blog you understand that there is no attorney-client relationship between you and the Blog/Web Site publisher. The Blog/Web Site should not be used as a substitute for competent legal advice from a licensed professional attorney in your state.