雇主合规必知:10月9日前,法定反性骚扰培训必须落实

September 18, 2019

反性骚扰一直是联邦及美国各州所重视的话题。无论是2017年美国各社交网络上发起的 “#MeToo” 反性骚扰活动,还是早前备受关注的刘强东性骚扰案,都提醒我们应该将 “反性骚扰” 时刻摆在首要的地位。

 

对于私营雇主来说,应重视工作场合的反性骚扰举措。2018年,纽约州和纽约市均实施了综合立法来反对工作场合的性骚扰行为。

 

纽约州法规定

 

从2018年10月9日开始,每一位在纽约州的雇主必须采取或建立防止性骚扰政策和培训项目。雇主必须给所有员工提供纸质的政策说明,及每年一次的培训,所有员工必须在2019年10月9日之前完成防止性骚扰的培训,而且所有新员工必须在合理的情况下尽快完成防止性骚扰的培训。培训的语言方面,雇主必须使用其员工使用的语言进行培训。

 

与此同时,法律在纽约州行政法新增了第296-D节。其中给雇主增加了对非雇员被性骚扰的责任,比如合同工,销售商或顾问。诉讼方面,牵涉到性骚扰的指控或索赔,纽约州法禁止“强制性仲裁条款”,法律也宣告现有合同中对性骚扰诉讼的强制仲裁条款是无效的。“强制性仲裁条款”是指当纠纷发生后,强制要求纠纷双方进行仲裁,而非上庭解决。

 

纽约市法规定

 

增加诉讼时效及雇主范围。纽约市法将基于性别的骚扰诉讼时效由性骚扰发生之日起的1年延长至3年。同时增加了雇主覆盖率,从之前仅包括拥有四名及以上雇员的雇主,增加到了所有纽约市雇主。

 

强制反性骚扰海报及信息表。法案要求雇主在员工休息室或其他公用区显著的展示一个反性骚扰权利及责任的海报。雇主也被要求在雇佣新员工时给他们发一个性骚扰信息表。

 

强制反性骚扰培训-自2019年4月1日生效。法案要求拥有15名员工及以上的雇主每年对纽约市的所有员工进行互动式的反性骚扰培训,受培训对象包括管理层及经理层的员工。

 

JLG伯盛仲合在此提醒各位雇主,距离法定反性骚扰培训的截止日期已不足一月时间,尚未完成的雇主应尽快做出规划,并联系相应专业人员为您的员工进行培训。同时,雇主还应对相关的政策和条款引起足够重视,必要时请联系律师帮助您确保其合规性。更多纽约雇主必知法律制度,点击此处阅读详情

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Contact marketing@jiaesq.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.  

 

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