LIEB BLOG: nys mandatory sexual harassment training

Showing posts with label nys mandatory sexual harassment training. Show all posts

Monday, August 12, 2019

Alert: CT Reduces Threshold for Mandatory Sexual Harassment Training

Andrew M. Lieb, Esq., MPH Discrimination , nys mandatory sexual harassment training

Effective October 1, 2019, Employers in Connecticut have new sexual harassment prevention obligations.

By way of Public Act No. 19-16, which amends General Statutes 46a-54(1)(15), now employers, with three or more employees, must:

Within three months of start date, provide information concerning illegality of sexual harassment and remedies available by email or posting;
Provide two hours of training and education between October 1, 2019 and 2020; and
Provide such training to new hires within six months of start date.

Then, employers must provide periodic supplementain traings and updates not less than every ten years.

The new training requirement is for all employees rather than just supervisors employees, as previously required, and it's applicable to employers with three or more employees rather than the previous fifty employee requirement.

Alert: Cuomo Makes it Easier for Workplace Sexual Harassment Claims

Andrew M. Lieb, Esq., MPH Discrimination , Human Rights Law

Attention Employers and HR!!!!

Cuomo signs sexual harassment law- as we first reported on June 19, 2019, A08421 passed both houses and now Cuomo has made it the law of the State of New York.

The legislation does the following:

Changes the severe or pervasive standard of harassment to a very low standard of more than petty slights or trivial inconveniences;
Eliminates part of the Faragher/Ellerth affirmative defense to a lawsuit by making the fact that the employee did not make a complaint about the harassment to the employer not determinative as to liability;
Extends protection for non-employees in the workplace to all protected classes;
Allows courts to award attorney's fees on all claims of employment discrimination, and allow for punitive damages in employment discrimination cases against private employers;
Provide that the Human Rights Law is to be construed liberally for remedial purposes, regardless of how federal laws have been construed;
Prohibit mandatory arbitration clauses for discrimination claims;
Prohibit non-disclosure agreements in any settlement for a claim of discrimination, unless it's the complainant's preference;
Provide that any term or condition in a non-disclosure agreement is void if it prohibits the complainant from initiating or participating in an agency investigation or disclosing facts necessary to receive public benefits;
Require that employees be notified that non-disclosure agreements in employment contracts cannot prevent them from talking to the police, the Equal Employment Opportunity Commission (EEOC), the State Division of Human Rights or a similar local entity, or a lawyer;
Extend the authority of the Attorney General to prosecute certain civil and criminal cases of discrimination against all protected classes;
Require the Department of Labor and the Division of Human Rights to evaluate the impact of the model sexual harassment prevention policy every four years and update the policy as needed;
Require any term or condition in a non-disclosure agreement be provided in writing to all parties, in plain English and the primary language of the complainant;
Require the commissioner of the Labor Department to prepare templates of the model policy in languages other than English;
Require every employer to provide employees with their sexual harassment policy in English or their primary language when they are hired and during training; and
Extend the statute of limitations to file a sexual harassment complaint with the Division of Human Rights from one year to three years.

Visit discriminationpreventiontraining.com to keep your company safe from discrimination claims while maintaining a safe workplace for all.

Deadline looms in sexual harassment prevention training

Lauren Lieb lieb compliance , nys mandatory sexual harassment training

October 9th, 2019 is the deadline for all employees to complete the sexual harassment prevention training. Newsday recently interviewed Andrew Lieb, Esq. of Lieb Compliance discussing the requirements and solution.

Click here to read the full article.

Real Tips HR: New Discrimination Standard in NYS Coming Soon

Lauren Lieb Andrew Lieb , Employment Law

Jokes which previously did not rise to the level for discrimination in the State of New York because they weren't pervasive may now qualify for a claim. Learn how even non-employees can bring suit for being offended by sex jokes. It's time to get your sexual harassment training today at www.discriminationpreventiontraining.com

Breaking News - Workplace Anti-Discrimination Laws Updated in NYS

Andrew M. Lieb, Esq., MPH Discrimination , nys mandatory sexual harassment training

Attention Employers and HR!!!!

A08421 has passed both houses and is headed to the Governor to change discrimination laws in NYS forever.

The legislation does the following:

Changes the severe or pervasive standard of harassment to a very low standard of more than petty slights or trivial inconveniences;

Eliminates part of the Faragher/Ellerth affirmative defense to a lawsuit by making the fact that the employee did not make a complaint about the harassment to the employer not determinative as to liability;

Extends protection for non-employees in the workplace to all protected classes;

Allows courts to award attorney's fees on all claims of employment discrimination, and allow for punitive damages in employment discrimination cases against private employers;

Provide that the Human Rights Law is to be construed liberally for remedial purposes, regardless of how federal laws have been construed;

Prohibit mandatory arbitration clauses for discrimination claims;

Prohibit non-disclosure agreements in any settlement for a claim of discrimination, unless it's the complainant's preference;

Provide that any term or condition in a non-disclosure agreement is void if it prohibits the complainant from initiating or participating in an agency investigation or disclosing facts necessary to receive public benefits;

Require that employees be notified that non-disclosure agreements in employment contracts cannot prevent them from talking to the police, the Equal Employment Opportunity Commission (EEOC), the State Division of Human Rights or a similar local entity, or a lawyer;

Extend the authority of the Attorney General to prosecute certain civil and criminal cases of discrimination against all protected classes;

Require the Department of Labor and the Division of Human Rights to evaluate the impact of the model sexual harassment prevention policy every four years and update the policy as needed;

Require any term or condition in a non-disclosure agreement be provided in writing to all parties, in plain English and the primary language of the complainant;

Require the commissioner of the Labor Department to prepare templates of the model policy in languages other than English;

Require every employer to provide employees with their sexual harassment policy in English or their primary language when they are hired and during training; and

Extend the statute of limitations to file a sexual harassment complaint with the Division of Human Rights from one year to three years.

Visit discriminationpreventiontraining.com to keep your company safe from discrimination claims while maintaining a safe workplace for all.

Monday, August 12, 2019

Alert: CT Reduces Threshold for Mandatory Sexual Harassment Training

Alert: Cuomo Makes it Easier for Workplace Sexual Harassment Claims

Deadline looms in sexual harassment prevention training

Wednesday, July 03, 2019

Real Tips HR: New Discrimination Standard in NYS Coming Soon

Wednesday, June 19, 2019

Breaking News - Workplace Anti-Discrimination Laws Updated in NYS

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