New York Sexual Harassment Employee

About This Course

Course Overview:

• Focus: Address workplace dynamics like sexual harassment and discrimination.
• Training: California Sexual Harassment Course covers crucial workplace issues.

Interactive Learning Approach:

• Engagement: Dynamic, interactive sessions for active learning.
• Features: Tools for effective comprehension and application.

Creating a Secure Workplace:

• Objectives: Equip teams to prevent and address misconduct.
• Environment: Foster respect and security in the workplace.

Key Topics Covered:

• Issues Addressed: Sexual harassment complexities, discrimination, and hostile behaviors.

Course Benefits:

• Engagement: Interactive content for impactful learning.
• Comprehensive Training: Ensures understanding and practical application.
• Empowerment: Tools for fostering inclusive workplace culture.
• Compliance: Integrated with LMS for regulatory adherence.

Training Goals:

• Transformation: Empower employees to prevent harassment.
• Regulatory Alignment: Meets California state standards, includes gender identity and abusive conduct.
• Differentiation: Practical empowerment beyond legal requirements.
• Proactive Approach: Encourages prompt reporting.

Core Objectives:

• Skills Development: Identify, respond to, and prevent harassment.
• Culture Enhancement: Promote respect and inclusivity.

Current Relevance:

• Educational Imperative: Essential for workplace behavior.
• Reporting Culture: Encourages speaking out against harassment.

Legal Oversight and Resources:

• Expert Review: Ensured accuracy and compliance.
• FAQ Access: Additional resources for clarity.

Enrollment and Impact:

• Join Us: Shape a respectful workplace.
• Transformation: Promote empowerment and safety.

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Course Facts

Focus:

• Address workplace dynamics like sexual harassment and discrimination.
• Comprehensive Sexual Harassment Course covering crucial workplace issues.

Interactive Learning Approach:

• Engagement: Dynamic, interactive sessions for active learning.
• Features: Tools for effective comprehension and application.

Creating a Secure Workplace:

• Objectives: Equip teams to prevent and address misconduct.
• Environment: Foster respect and security in the workplace.

Key Topics Covered:

• Sexual harassment complexities, discrimination, and hostile behaviors.

Course Benefits:

• Engagement: Interactive content for impactful learning.
• Comprehensive Training: Ensures understanding and practical application.
• Empowerment: Tools for fostering inclusive workplace culture.
• Compliance: Integrated with Learning Management System (LMS) for regulatory adherence.

Training Goals:

• Transformation: Empower employees to prevent harassment.
• Regulatory Alignment: Meets state standards, includes gender identity and abusive conduct.
• Differentiation: Practical empowerment beyond legal requirements.
• Proactive Approach: Encourages prompt reporting.

Core Objectives:

• Skills Development: Identify, respond to, and prevent harassment.
• Culture Enhancement: Promote respect and inclusivity.

Current Relevance:

• Educational Imperative: Essential for workplace behavior.
• Reporting Culture: Encourages speaking out against harassment.

Legal Oversight and Resources:

• Expert Review: Ensured accuracy and compliance.
• FAQ Access: Additional resources for clarity.

Enrollment and Impact:

• Join Us: Shape a respectful workplace.
• Transformation: Promote empowerment and safety.

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Topics Covered

Lesson 1: Sexual Harassment And The Law

Lesson 2: Sexual Harassment And Discrimination

Lesson 3: Types Of Sexual Harassment

Lesson 4: Policies And Procedures

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What You'll Learn

Prohibited Behaviors and Legal Implications:

• Identification of behaviors classified as sexual harassment.
• Understanding the legal implications and consequences of these actions.

Implementation Strategies:

• Effective strategies to prevent and combat sexual harassment in the workplace.
• Practical measures to create a safe and respectful work environment.

Support Services:

• Information on support services available to victims of sexual harassment.
• Guidance on accessing and utilizing these services effectively.

Workplace Misconduct Repercussions:

• Detailed explanation of the consequences associated with workplace misconduct.
• Emphasis on the importance of adhering to workplace policies and regulations.

Legal Expertise:

• Course reviewed by John Wallace, Esquire.
• Over 38 years of trial and appellate experience.
• Distinguished member of the Law Review, ensuring high standards of accuracy and compliance.

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Regulatory Information

Regulatory Information

There are several ways to file a complaint with NYS DHR:

• You can call1-888-392-3644
• You can visit a Division of Human Rights office and file a complaint in person:www.dhr.ny.gov/contact-us

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FAQs

Q: Is there a prerequisite for this course?

Dive into learning without any mandatory prerequisites for the Sexual Harassment Training.

Q: What are the Sexual Harassment & Alcohol Training requirements for my Certificate of Achievement?

1. Complete the engaging 4-lesson cours
2. Ace the exam with a score of 70% or higher.

Q: How many lessons are there in the Sexual Harassment Training Course?

Immerse yourself in 4 captivating lessons and a comprehensive exam.

Q: When does my Certificate of Achievement expire?

Your achievement is valid for two years; always check state or local regulations for renewal specifics.

Q: Why can't I access the final exam?

Ensure each lesson is passed to access the final exam. Green means passed, red means a bit more study is needed.

Q: When does my course expire?

Courses remain active for 180 days from the date of your enrollment, and your access to the course will cease after this 180-day period. If you do not earn your Course Certificate of Achievement within 180 days of enrolling, your course access will expire. In such a case, you will need to repurchase the course to re-enroll. Should you choose to re-enroll and still not earn your course certificate within the subsequent 180 days; your registration will once again expire, necessitating another course purchase for re-enrollment. We will send you two reminder emails to inform you about the impending expiration of your course access. The first email will be sent 25 days after your enrollment if you have not completed the course, and the second email will be sent 30 days before the course's expiration date if you have not completed the course. For more information about course expiration dates, please read our Terms of Use

Q: What's the procedure for a refund?

100% money back or credit within 30 days if returned before studying beyond lesson 1. Exceptions apply; check our Terms of Use for details.

Q: Who wrote the content for your course?

Crafted by an educator of over 750 courses in collaboration with legal and regulatory experts. Regular updates maintain relevance.

Q: How soon can I expect to receive my Certificate of Achievement?

Download instantly upon passing your final exam.

Q: What can I do if I lose my Certificate of Achievement?

Visit tapseries.io and click on Print Certificate for a replacement.

Q: Can I test out of the course?

No testing out, but rest assured, completing the course and passing the exam unlocks your sexual harassment card. Enroll now for a brighter, safer future!

Q: What is the New York State law prohibiting sexual harassment?

Q: What are the two forums that employees can file a complaint in New York State?

• The Human Rights Law (HRL), listed in N.Y. Executive Law, art. 15, § 290 et seq., applies to all employers in New York State with regard to sexual harassment, and protects employees, paid or unpaid interns and non-employees, regardless of immigration status. A complaint alleging violation of the Human Rights Law may be filed either with the Division of Human Rights (DHR) or in New York State Supreme Court.
• Complaints with DHR may be filed any time within three years of the harassment. If an individual did not file at DHR, they can sue directly in state court under the HRL, within three years of the alleged sexual harassment. An individual may not file with DHR if they have already filed a HRL complaint in state court.

Complaining internally to an employer does not extend your time to file with DHR or in court. The three years is counted from the date of the most recent incident of harassment. You do not need an attorney to file a complaint with DHR, and there is no cost to file with DHR. 

Q: What are legal remedies for sexual harassment in New York State? Print C

Sexual harassment is not only prohibited by employers, it is also prohibited by state, federal, and, where applicable, local law.

Employees may choose to pursue legal remedies with the governmental entities listed below. While a private attorney is not required to file a complaint with a governmental agency, you may seek the legal advice of an attorney.

In addition to those outlined below, employees in certain industries may have additional legal protections.

The Human Rights Law (HRL), listed in N.Y. Executive Law, art. 15, § 290 et seq., applies to all employers in New York State with regard to sexual harassment, and protects employees, paid or unpaid interns and non-employees, regardless of immigration status. A complaint alleging violation of the Human Rights Law may be filed either with the Division of Human Rights (DHR) or in New York State Supreme Court.

Complaints with DHR may be filed any time within three years of the harassment. If an individual did not file at DHR, they can sue directly in state court under the HRL, within three years of the alleged sexual harassment. An individual may not file with DHR if they have already filed a HRL complaint in state court.

Complaining internally to an employer does not extend your time to file with DHR or in court. The one year or three years is counted from the date of the most recent incident of harassment.

You do not need an attorney to file a complaint with DHR, and there is no cost to file with DHR.

DHR will investigate your complaint and determine whether there is probable cause to believe that sexual harassment has occurred. Probable cause cases are forwarded to a public hearing before an administrative law judge. If sexual harassment is found after a hearing, DHR has the power to award relief, which varies but may include requiring your employer to take action to stop the harassment, or redress the damage caused, including paying of monetary damages, attorney’s fees and civil fines.

DHR’s main office contact information is:
NYS Division of Human Rights,
One Fordham Plaza, Fourth Floor,
Bronx, New York 10458.

You may call (718) 741-8400 or visit:www.dhr.ny.gov.

Contact DHR at (888) 392-3644 or visit dhr.ny.gov/complaint for more information about filing a complaint. The website has a complaint form that can be downloaded, filled out, notarized and mailed to DHR. The website also contains contact information for DHR’s regional offices across New York State.

Employees can also report incidents to New York State Supreme Court or Equal Employment Opportunity Commission (EEOC) without contacting their employer. The time for filing complaints with state court is three years and 300 days with the EEOC. An individual can file a complaint with the EEOC anytime within 300 days from the harassment. There is no cost to file a complaint with the EEOC. The EEOC will investigate the complaint, and determine whether there is reasonable cause to believe that discrimination has occurred, at which point the EEOC will issue a Right to Sue letter permitting the individual to file a complaint in federal court.

The EEOC does not hold hearings or award relief, but may take other action including pursuing cases in federal court on behalf of complaining parties. Federal courts may award remedies if discrimination is found to have occurred. In general, private employers must have at least 15 employees to come within the jurisdiction of the EEOC.

An employee alleging discrimination at work can file a “Charge of Discrimination.” The EEOC has district, area, and field offices where complaints can be filed. Contact the EEOC by calling 1-800-669-4000 (TTY: 1-800-669-6820), visiting their website atwww.eeoc.govor via email at info@eeoc.gov.

If an individual filed an administrative complaint with DHR, DHR will file the complaint with the EEOC to preserve the right to proceed in federal court.

If the harassment involves unwanted physical touching, coerced physical confinement or coerced sex acts, the conduct may constitute a crime. Contact the local police department.

Q: How can sexual harassment be reported in New York State?

Preventing sexual harassment is everyone’s responsibility. Your employer cannot prevent or remedy sexual harassment unless it knows about it. Any employee, paid or unpaid intern or non-employee who has been subjected to behavior that may constitute sexual harassment is encouraged to report such behavior to a supervisor, manager or a specified person or department. Anyone who witnesses or becomes aware of potential instances of sexual harassment should report such behavior to a supervisor, manager or a specified person or department.

Reports of sexual harassment may be made verbally or in writing. A form for submission of a written complaint should be provided, and all employees are encouraged to use this complaint form. Employees who are reporting sexual harassment on behalf of other employees should use the complaint form and note that it is on another employee’s behalf.

Employees, paid or unpaid interns or non-employees who believe they have been a target of sexual harassment may also seek assistance in other ways. See below under the question "What are legal remedies for sexual harassment?". 

Q: What are the minimum standards for a Sexual Harassment Prevention policy in New York State?

An employer that does not adopt the model policy must ensure that the policy that they adopt meets or exceeds the following minimum standards. The model policy can be found at Sexual Harassment Policy For All Employers in the State of New York. 

The minimum sexual harassment prevention policy must:

1. Prohibit sexual harassment consistent with guidance(learn more)issued by the Department of Labor in consultation with the Division of Human Rights
2. Provide examples of prohibited conduct that would constitute unlawful sexual harassment
3. Include information concerning the federal and state statutory provisions concerning sexual harassment, remedies available to victims of sexual harassment, and a statement that there may be applicable local laws
4. Include a complaint form
5. Include a procedure for the timely and confidential investigation of complaints that ensures due process for all parties
6. Inform employees of their rights of redress and all available forums for adjudicating sexual harassment complaints administratively and judicially
7. Clearly state that sexual harassment is considered a form of employee misconduct and that sanctions will be enforced against individuals engaging in sexual harassment and against supervisory and managerial personnel who knowingly allow such behavior to continue
8. Clearly state that retaliation against individuals who complain of sexual harassment or who testify or assist in any investigation or proceeding involving sexual harassment is unlawful

Employers must provide each employee with a copy of its policy in writing. Employers should provide employees with the policy in the language spoken by their employees. 

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