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Soon, New York workplaces must have sexual harassment training

In New York and throughout the United States, sexual harassment in the workplace is increasingly being reported and addressed. After many years of employers and employees being at odds over this behavior, the rise of the #MeToo movement brought new focus on the problem. With that, lawmakers sought to take steps to ensure that workplaces were properly prepared to deal with the issue. Still, with allegations of employment law violations, the circumstances are rarely clear cut. Each side will have a perspective on what might or might not have occurred, and it can be difficult to sort through. When there is an allegation of sexual harassment, much of the focus will be on the alleged victim, but the employer should also be prepared to lodge a defense.

New York and New York City have implemented new rules for training regarding sexual harassment. The state's date for training compliance is rapidly approaching, falling in early-October.. This training must be completed on an annual basis. The city's training requirement was made official in April. There, all employees must have taken part in the training within one year. In the city, businesses were informed via mail. The state also reached out. However, it is still in question as to whether workplaces are adequately prepared to adhere to the new rules.

Small business that employ 50 people or less and lack a human resources department may find it problematic to comply with the law. Larger companies, on the other hand, were already expected to have a system in place to deal with employment law and sexual harassment. The new law, passed in 2018, was spurred by prominent stories of sexual harassment. Not only do employers need to implement this training, but contractors and people who work part-time must also take part.

This new training protocol is combining with other laws that were recently passed in an attempt to reduce sexual harassment. As a result, the level at which behavior can be considered harassing has been lowered, people have been given more time to file their claims, and non-disclosure agreements could be irrelevant in cases of sexual harassment.

Employers must be cognizant of the new rules for training. Since sexual harassment can cause such significant upheaval in the workplace and there is a stigma surrounding companies that are believed to allow this behavior to take place without intervention, it is imperative to have legal assistance to be fully protected. A law firm that has experience in sexual harassment and employment law for employers can be of assistance.

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