As previously covered by HRLegalist, an online resource on the latest developments and trends in labor and employment law, employers across New York State have until October 9, 2018, to implement sexual harassment policies that meet specific minimum requirements defined in the law. On October 1, 2018, the State of New York issued final guidance which granted employers a significant reprieve on the portion of the law governing mandatory sexual harassment prevention and training. Thanks to this new guidance, employers in New York State now have until October 9, 2019 to provide the requisite training.
This is a significant extension from the previous training-related deadline of January 1, 2019. However, the deadline to have adopted compliant sexual harassment policies remains October 9, 2018.
In addition to extending the training deadline, the New York Department of Labor released revised model policies and training programs as well as additional documents to aid employers. These documents, as well as an overview of the law, can be found at:
https://www.ny.gov/combating-sexual-harassment-workplace/employers
The final guidance provides additional information on an array of related policy and training requirements. Employers should take advantage of this latest extension of time to consult with employment counsel with experience in this area and ensure that their policies, procedures and training modules are fully compliant. To learn more about sexual harassment law in New York State, please contact your Ally Law lawyer.
Click here to read the full article by Dove A.E. Burns and Matthew Beckwith of Ally Law member firm Obermayer Rebmann Maxwell & Hippel.
