This past spring, New York passed legislation seeking to combat sexual harassment in the workplace. The legislation requires New York employers to adopt a sexual harassment policy that meets or exceeds a model policy drafted by the New York State Department of Labor and the Division of Human Rights, and to implement training on sexual harassment. New York has launched a new website that lays out these requirements and provides a model policy and training materials, as well as a list of frequently asked questions. Employers can either adopt the model policy and training or create their own policies and training that meet the minimum standards established by New York. Employers should note that the model policy and training on the New York website was originally in draft form and subject to revision as the public was permitted to submit comments up until September 12, 2018.
New York employers should be sure to review the frequently asked questions as they provide useful information. For example, they explain that all employees must receive sexual harassment training by January 1, 2019 and that employees must be trained yearly thereafter.
The postings on this blog were created for general informational purposes only and do not constitute legal advice or a solicitation to provide legal services. Although we attempt to ensure that the postings are complete, accurate, and up to date, we assume no responsibility for their completeness, accuracy, or timeliness. The information in this blog is not intended to create, and receipt of it does not constitute, a lawyer-client relationship. Readers should not act upon this information without seeking professional legal counsel.
This blog may contain links to independent third party websites and services, including social media. We provide these links for your convenience, and you access them at your own risk. We have no control over and do not monitor the content or policies (including privacy policies) of these third-party websites and have no responsibility for, and no liability with respect to, their content, accuracy, or reliability. Unless expressly stated, we do not endorse any of the linked websites or any product, service, or publication referenced herein or therein. We will remove a link to any site from this blog upon request of the linked entity.
We grant permission to readers to link to this blog so long as this blog is not misrepresented. This site is not sponsored or associated with any other site unless so identified.
If you wish for Wilentz, Goldman & Spitzer, P.A., to consider representing you, please obtain contact information from the Contact Us area of this blog or go to the firm’s website at www.wilentz.com. One of our lawyers will be happy to discuss the possibility of representation with you. However, the authors of Wilentz blogs are licensed only in New Jersey and/or New York and do not wish to represent anyone who viewed this site in a state where the site fails to comply with all laws and ethical rules of that state.