As we previously reported here, the “Stop Sexual Harassment in NYC Act” expanded the reach of the New York City Human Rights Law in the area of gender-based discrimination, including harassment.  Among other things, as of April 1, 2019, the law mandates employers with 15 or more employees (which includes independent contractors) in the previous calendar year to conduct annual anti-sexual harassment training to all employees, including managers and supervisors.  The law requires employers to train new employees who work more than 80 hours in a calendar year within 90 days of initial hire.
Continue Reading

Last week, we addressed the looming sexual harassment notice and training requirements affecting all New York State and New York City employers.  We also wrote about the pending issuance of public resources containing model policies and other materials that would comply with the New York State mandates.  The day after we posted our blog, New York State published a website – Combating Sexual Harassment in the Workplace, which provides resources to employers and employees on sexual harassment.  Among other things, the new site contains:


Continue Reading

Harassment in the workplace is a common complaint of employees, and creates a liability for your business. The key to the prevention of unlawful harassment in the workplace is training. In this program we will review the law regarding unlawful harassment, as well as best practices to address it and minimize legal liability. These sessions will be conducted by attorneys with years of experience in training and dealing with complaints of harassment.

This program satisfies Connecticut’s mandate that all supervisors in companies with 50 or more employees receive sexual harassment prevention training. This training is required in Connecticut and recommended in Massachusetts.
Continue Reading

Allegations of sexual harassment and misconduct against business leaders, politicians and artists, have become a front page staple of newspapers across the country.  Many are shocked by the allegations and claim to wonder how they could have stayed secret for so long.  Despite the numerous cases of sexual harassment filed each year in courts throughout the country, rendering the allegations a matter of public record, a bipartisan group in Congress is blaming the increased use of nonpublic arbitrations for keeping allegations quiet.  As a result, they seek passage of a bill intended to prohibit sexual harassment and gender discrimination cases from being resolved privately in arbitration.
Continue Reading