New York recently passed legislation to help increase employee protections against sexual harassment in the workplace, as an employer are you prepared for the new provisions that have gone into already or are coming up soon?
April 12, 2018 New York State Legislation to increase employee protections against sexual harassment in their workplace. This new legislation aims to give a voice and empower victims of sexual harassment and hold the accused accountable for their actions.
Effective Immediately
The New York State Human Rights Law now offers protections to contractors, subcontractors, vendors, consultants and other persons providing services subject to a contract.
Effective July 11, 2018
Nondisclosure agreements that are part of a settlement related to sexual harassment claims are prohibited unless they are requested by the complainant.
Mandatory arbitration clauses for workplace claims are prohibited.
October 9, 2018
Employers must have a written anti-harassment policy and it must be distributed to all employees. NY Department of Labor and Division of Human Rights will develop and publish a model policy and an employer’s policy must at minimum have all of the components of the model.
Employers must provide anti-harassment training to all employees and the training must be based on model training developed by NY Department of Labor and Division of Human Rights.
January 1, 2019
Restricts public sector employers from using taxpayer money for resolving sexual harassment claims.
Mandates that contractors doing business with New York State certify that they have sexual harassment policies in place and conducts annual sexual harassment training.
Ban on mandatory arbitration sexual harassment claims.
This new legislation aims to give a voice and empower victims of sexual harassment and hold the accused accountable for their actions. It is important to put together a plan for your business to comply with new regulations and to better protect your employees.
