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New York City Requirements

New York City employers with 15 or more employees, in addition to complying with New York State law, must provide interactive training that includes the following: 

  • An explanation of sexual harassment as a form of unlawful discrimination under New York City law;
  • a statement that sexual harassment is a form of unlawful discrimination under New York State and federal law;
  • a description and examples of sexual harassment;
  • an explanation of the internal complaint process available to employees;
  • a review of the complaint process available through the New York City Commission on Human Rights, the New York State Division of Human Rights and the United States Equal Employment Opportunity Commission, including contact information;
  • a prohibition of retaliation with examples;
  • information concerning bystander intervention, including but not limited to any resources that explain how to engage in bystander intervention; and
  • the specific responsibilities of supervisory and managerial employees in the prevention of sexual harassment and retaliation, and measures that such employees may take to appropriately address sexual harassment complaints.

Employers must keep a record of all trainings, including a signed employee acknowledgement. These acknowledgements may be kept electronically for 3 years.

Training is required 90 days after original hire for employees who work more than 80 hours in a calendar year who perform work on a full-time or part-time basis.