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NYS Sexual Harassment Prevention Training

An employer's guide to the law, how it works and what resources are available to them to install processes that ensure compliance.

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  • Sexual harassment policy template for your employee handbook.
  • A sexual harassment formal complaint form, required by law.
  • Materials to help you conduct your annual sexual harassment prevention training.

Compliance is Easier Than You Might Think

Let's start here. If you're an employer, you've probably been on the receiving end of a multitude of solicitations from companies using fear tactics to sell you custom policy and training solutions that cost a lot of money.

We recommend first familiarizing yourself with the law, how it works and all of the free resources New York State has already made available to its employers.

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Let us help you keep your workplace safe for everyone. 🦺

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Download our employer compliance checklist.

Compliance made easy.

Policy

Use the model policy template to share with all of your employees. Or, Complete Payroll can provide you with custom, fully-compliant policy notices for each of your employees.

Complaint Form

Use this complaint form to share with all of your employees. This is the state-compliant form employees can use if they ever need to file a sexual harassment complaint.

Training

Read these model training instructions then use this model training slide deck when administering the sexual harassment prevention training Or, Complete Payroll can provide you with a custom training video or end-to-end compliance solution that includes live, web-based training.

Bahar Uttam

Soderberg Insurance Services Inc

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Frequently Asked Questions

How can employers provide their policy to employees?

Does the complaint form need to be included in the policy?

What policy, if any, must be provided to contractors, subcontractors, vendors and consultants?

What should I do if a temporary employee is being harassed by an employee of another company?

Is there any employer responsibility to train third-party vendors or other non-employees who interact one-time or regularly in an office located in New York State?

If an employer already has established investigative procedures which are similar, but not identical to the model, can the employer deviate and remain compliant with the law?

How often must employees receive sexual harassment training?

Is a live trainer required and does a trainer need to have a certification?

Is there a minimum number of training hours employees must complete each year?

Are minor employees (e.g., child actors) required to take sexual harassment training?

I am an employer based in New York State but also have employees who only work in other states. Do they need to be trained as well?

What are the obligations of employment agencies? What about employees who received the same training from another employer within the past year?

Who is considered an Employee for the training requirement? And when does the training need to be completed?

If an employer has previously provided training that meets or exceeds the requirements, must employees be retrained?

What does “interactive training” mean?

How soon do new employees need to be trained?

May I use a third-party vendor to provide training? How do I ensure it meets the standards?

Are there different training requirements for employees in managerial/supervisory roles?

What happens if some employees fail to take the training despite an employer’s best efforts to make it available?

Are businesses required to pay workers for the time spent in training during onboarding before their actual assignment begins?

How does the Sexual Harassment Prevention training time impact the Hospitality Wage Order’s 80/20 rule?

Are sections in the model training materials that are not expressly required in the law mandatory?

What type of records must employers maintain to verify compliance?

Am I required to provide the policy and training in languages other than English?

Will the mandated New York City training meet the training requirements of the New York State Law?

Does this law apply to New York City employers?

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