New York sexual harassment training now applies to private businesses and employment in the State of New York. According to the State's new civil rights laws, all employers in New York State have to provide sexual harassment training to their employees on a yearly basis, regardless of whether the state has or does not have its own specific anti-harassment laws. However, New York City recently enacted its own anti-harassment laws, adding additional regulations to its existing laws. According to the NYC Department of Education, all private employers in NYC are required to provide new federal anti-harassment law guidelines and information to their employees, as well as provide training on harassment awareness, prevention, and confidentiality.
However, many companies are choosing not to comply with the new requirement of providing yearly harassment training to their employees. Many people question why it is important for companies to provide such training, which in turn-some say - may be valid. After all, not all companies are large corporations with thousands of employees. The fact of the matter is that there are many smaller companies with many fewer employees who also face similar situations. So, whether or not the company has a huge number of employees doesn't matter, since every business is still required by law to provide this kind of training to each and every employee.
Whether or not you agree with that fact, one thing is undeniable. Workplace harassment is no laughing matter, and those who experience it or witness it firsthand are often too traumatized to continue working. Those who suffer the repercussions of this type of workplace harassment are often the ones that suffer the most because they are unable to go to work. In addition to facing the potential of losing their jobs, some individuals lose their ability to pay their bills and may even become homeless. This is obviously not something that any company wants to encounter.
In order to avoid situations where it is necessary for employers to implement this type of policy, they must first understand what types of behavior constitute harassment. The three most common types of harassment are: sexual harassment, discrimination based on gender, race or religion, and hostile work environment. In addition, some states have additional statutes that may be applied to specific circumstances. Additionally, the US Department of Labor has outlined regulations that need to be followed in all types of workplaces. It is important that any company take the time to familiarize themselves with these regulations and be sure that their employees know what is expected of them in any given circumstance.
Generally, sexual harassment occurs when a manager or supervisor uses suggestive or innuendo to try to gain a sexual advantage in terms of a work situation. While many managers and supervisors believe that such conduct does not constitute sexual harassment, it is crucial that all managers and supervisors to familiarize themselves with the definition. As detailed in the federal Office of Special Counsel, sexual harassment is "engaging in a pattern of sexual conduct that touches on a person's sexual orientation or gender." Similarly, if a manager or supervisor uses words of a sexual nature in order to pressure an employee into a particular act, this also would likely be considered sexual harassment. In addition to the obvious use of sexual innuendo, other types of conduct that may be considered harassment include touching a co-worker without their consent, requiring the employee to stay after work or moving furniture when they are not hired, creating a work situation where there is a significant imbalance of power, ridiculing a colleague, or repeatedly asking someone about private, personal information.
Because there are so many different types of harassment, it is imperative that all employees who interact with one another to know the meaning of the term. This will help in avoiding situations in which they could feel uncomfortable. In addition, employees must know what types of conduct constitute harassment, as well as how to report the inappropriate conduct of others. All employees should be familiar with the Harassment Prevention Training provided by their employer, but should also know their rights and responsibilities in any workplace situation. In addition, employees must know that there is often a right of recourse if their rights are violated. For example, if they are subject to constant sexual harassment, they can file a complaint with the Human Resources Department or should try to resolve the problem themselves.
As more companies engage in sexual harassment training, the number of complaints against employers becomes less. However, sometimes this does not deter some unethical employers from continuing to employ illegal practices. The bottom line is that if you are being harassed at work, whether it is a joke or a sexual advance, you should report it. If you have ever experienced any type of sexual harassment in the workplace, you should contact a qualified NY sexual harassment lawyer today.
It is important that all employers take the necessary steps to protect their employees from sexual harassment. NY has very strict anti-discrimination and harassment laws that protect all employees. If you feel that you have been harassed on-the-job, you should seek legal advice. A skilled attorney can help you determine if you have a case and provide you with the necessary advice and information that you need to hire a New York sexual harassment lawyer to pursue your claim.
