I recently completed a “Train the Trainer” program with Phillips Lytle LLP attorney group. It provided an opportunity to strengthen and fortify my own understanding of this new legislation.
WHY YOU SHOULD KNOW ABOUT NYS SEXUAL HARASSMENT PREVENTION TRAINING LEGISLATION AS A SENIOR LEVEL MANAGER, AS HUMAN RESOURCES HEAD, AND AS A SUPERVISOR.
Things I learned in Train-the-Trainer training:
· Why should an employer care about this legislation? Why comply? “Employers that condone discrimination or harassment may be liable for economic damages, mental anguish, punitive damages, and possible attorney fees.” (Insert ignore compliance obligations for condone.)
· The new, New York State Sexual Harassment Prevention Training legislation includes unavoidable responsibility for training all employees by October, 2019 and annually thereafter. (Build your schedule now.)
· Training and written company policy should not be restricted to just sexual harassment. All forms of harassment/discrimination should be covered in training provided.
· Employers should maintain records of training provided and attendance signatures of attendees. (Think of retention in terms of 4 yrs.)
· Employers may choose to retain an existing company policy versus adopting the NYS Model…providing it includes all of the areas addressed in the NYS version.
· A copy of the Company policy statement should be distributed ASAP.
· A copy of the Company’s Complaint form should be provided to all employees ASAP. (Read all of the form template to see what must be identified.)
· And, for an ending point: Supervisors should be aware of individual Civil Liability actions for non-enforcement of this legislation.
If you have any question, just reach out. If the point-person of this initiative isn’t you…forward it to that person.