As readers of this blog are aware, over the past couple of years both New York State and New York City have been active in passing laws governing the workplace. That trend is continuing in 2019 as new laws go into effect and others are implemented by the State and City. Employers must remain vigilant in keeping abreast of new laws and ensuring compliance with them to avoid potential legal liabilities.Read More
As we enter 2019, employers throughout New York must start preparing to comply with several new obligations going into effect this year at the state and local level.
Sexual Harassment Training
As we previously posted, both New York State and New York City significantly expanded their sexual harassment laws in 2018. Among other changes, both of those laws require employers to provide sexual harassment training in 2019.Read More
On the heels of New York State expanding its sexual harassment laws, New York City has enacted its own expansion of the City's Human Rights Law (NYCHRL). The City's new legislation significantly expands the obligations of New York City employers to prevent sexual harassment.Read More
On March 31, 2018, Governor Andrew Cuomo signed into law a sweeping expansion of New York's sexual harassment laws. The new legislation contains a number of provisions that will require most New York employers to update their policies and procedures for preventing and dealing with sexual harassment issues. Of particular note for employers are the following provisions:Read More
Sexual harassment claims continue to dominate headlines and remain at the forefront of social awareness. As is apparent from the news, social media, and the #MeToo movement, many women have been exposed to sexual harassment at work.
Sexual (or any unlawful) harassment can be devastating to a business. It erodes employee morale and productivity, negatively impacts employee retention, and exposes a business to significant liability and legal costs.Read More
Providing anti-harassment training to employees is a key component of implementing an effective anti-harassment policy. Yet many small and medium sized employers fail to provide necessary anti-harassment training to their managers and staff. This is a mistake that could potentially expose a company to significant legal liabilities, even if the company has a written anti-harassment policy.Read More