Has Your NYS Business Met Its Legal Requirement Around Sexual Harassment Training?
Federal jurisprudence established clear guides indicating the need for employers to
provide anti-harassment and discrimination training. Training has become one of the
key ingredients to help employers avoid and defend accusations of sexual harassment
and discrimination training in the United States.
States are stepping up this requirement. Most recently, on April 11, 2018, New York City
had passed the “Stop Sexual Harassment in NYC Act” which is simply pending Mayor
De Blasio’s signature to make this law. This new law requires employers of 15 or more
people to provide interactive training within 90 days of their employment for the entire
organization to receive this annually.
NYC’s legislation is progressive, though not alone. Other states across the country have
similar types of legislation. In addition to training, some states such as New Jersey,
have bills pending in their local legislatures attacking confidentiality and non-disclosure
agreements in settlements of claims.
Even the federal Tax Cuts and Jobs Act took away expense deductibility for businesses
when addressing claims by implementing non-disclosure agreements as part of the
settlement; this applies to both settlement and attorneys’ fees.
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