NYC Requirements (example)

In addition to the training guidelines for all of New York State, New York City places additional obligations on employers operating in New York City.  ELA Law training puts employers in compliance with these requirements.

Now Available On Demand

Session I: NYC Requirements

Duration: 1 hour

Register Here

Course Description

Coverage of the NYC Human Rights Law has been expanded with respect to the prohibition of gender-based harassment, including sexual harassment. The law applies to every NYC employer regardless of how many employees it has when it comes to claims of gender/sexual harassment. Employees have three years (up from one year) to file claims of gender/sexual harassment with the NYC Commission on Human Rights.



NYC employers with 15 or more employees (including interns) will have to provide annual anti-sexual harassment training for all employees based on a model anti-sexual harassment training program that will be developed by the NYC Commission on Human Rights.

Featured Training

If employers do not want to utilize the Commission’s model training program, they will be able to utilize their own training so long as it provides the following information to employees, which ELA Law program does:

  1. an explanation that sexual harassment is a form of unlawful discrimination under the New York City Human Rights Law, state law (the New York State Human Rights Law) and federal law (Title VII of the Civil Rights Act of 1964);
  2. a description, using examples, of what constitutes sexual harassment under the applicable laws;
  3. a description of the internal complaint procedure that employees can utilize to report possible sexual harassment to their employer;
  4. a description of the external complaint procedure that is available to employees to report possible sexual harassment to the NYC Commission on Human Rights, the New York State Division of Human Rights, and the U.S. Equal Employment Opportunity Commission, and contact information for each of those three agencies;
  5. an explanation that retaliation is prohibited and a description, using examples, of what constitutes retaliation; and
  6. a discussion of the responsibilities specific to supervisory and management level personnel in preventing sexual harassment and retaliation in the workplace, and what the appropriate actions are for supervisory and management level personnel to take to address sexual harassment complaints.

Employers will be obligated to maintain records demonstrating that this training has been provided to all employees, including a signed acknowledgement from each employee that he or she has received this training. The Learning Management System (LMS) that is included with the online training program will fulfill this obligation.

Register Here
Share by: