Course Overview

Sexual harassment remains a pervasive and persistent problem in our society and workplaces. In the wake of the #MeToo movement and the resulting nationwide conversation about sexual harassment, the State of New York and the City of New York passed legislation requiring employers to step up and do more to prevent sexual harassment. The New York State Budget Bill (NYS Law) and the Stop Sexual Harassment in New York City Act (NYC Act) aim to address workplace sexual harassment by expanding employee rights and means of redress while imposing additional requirements and liabilities on employers.

New York State law requires all employers—regardless of size—to provide annual interactive sexual harassment prevention training to all employees working in New York State, including supervisors and managers. New York City law applies to employers with 15 or more employees and covers those working in NYC for more than 80 hours in a calendar year. Managers and supervisors face heightened responsibility and liability because they exercise authority over others, represent the organization, and serve as the first line of defense in preventing and addressing sexual harassment. This course meets both New York State and New York City training requirements for supervisory personnel.

Build a Safer, More Compliant Workplace

What You’ll Learn

Upon completing this course, your employees will be able to:

✓ Recognize why preventing sexual harassment is important for legal, ethical, and business reasons

✓ Identify harassing behaviors and take immediate action to stop them

✓ Explain the costs and consequences harassment has on victims and organizations

✓ Respond appropriately to sexual harassment complaints from employees and non-employees

✓ Identify acts of retaliation and take steps to prevent retaliation

✓ Apply prevention strategies to prevent and correct sexual harassment

✓ Describe manager role in creating and maintaining harassment-free workplace culture

Course Content

Lesson 1: Introduction and Objectives

Why managers need specialized sexual harassment training, heightened manager responsibilities and liabilities under New York law, #MeToo movement impact, NYS Law and NYC Act requirements, annual interactive training mandate, importance of proactive manager intervention

Lesson 2: Laws and Liability

Federal law (Title VII), New York State Human Rights Law, NYC Human Rights Law, protected characteristics, employer size thresholds and training requirements, quid pro quo vs. hostile environment harassment, employer liability for supervisor harassment, individual manager liability risks, enforcement agencies (EEOC, NYS Division of Human Rights, NYC Commission on Human Rights)

Lesson 3: The Cost of Harassment

Financial costs (litigation, settlements, attorney fees, turnover, recruitment), organizational costs (damaged reputation, decreased morale, loss of talent), human costs (emotional distress, career impact, health effects), costs of inaction vs. costs of prevention

Lesson 4: Defining Harassment

Legal definition of sexual harassment under New York law, unwelcome sexual conduct, severe or pervasive standard, examples (advances, requests for favors, explicit comments, physical contact, visual harassment), gender-based harassment, New York protections beyond federal minimums

Lesson 5: Is it Harassment?

Scenario-based learning applying harassment definitions, analyzing fact patterns specific to New York law, identifying harassing conduct, distinguishing harassment from legitimate management actions, addressing gray areas and bystander intervention situations

Lesson 6: Handling Harassment Complaints

Manager’s duty to act upon receiving complaint (from employees and non-employees), immediate response requirements under New York law (listen, document, reassure against retaliation), escalation to HR, interim protective measures, what managers should NOT do (investigate independently, dismiss complaint, delay reporting)

Lesson 7: Retaliation

Definition of retaliation under New York law, prohibited retaliatory actions, subtle forms of retaliation, preventing retaliation (clear policies, monitoring, immediate correction), manager liability for retaliation, retaliation protections under NYS Law and NYC Act

Lesson 8: Prevention and Culture

Creating harassment-free culture starts with managers, leading by example, setting clear expectations, addressing inappropriate conduct promptly, bystander intervention and supporting victims, zero tolerance with proportional discipline, fostering inclusion, open door policy, New York-specific employer prevention obligations

Who This Course Is For

👔 All New York Managers and Supervisors

Team leads, department heads, anyone supervising others in NYS

🏙️ New York City Managers

Managers in organizations with 15+ employees in NYC

🏥 Healthcare Department Managers

Nurse managers, clinic supervisors, department directors in NY

💼 Administrative Managers

Office managers, project managers, program directors

🔧 Operations Managers

Supervisors in maintenance, operations, support functions

🔄 Annual Refresher Training

All managers requiring yearly recertification under New York law

Certificate & Compliance

Upon successful completion, learners receive an official certificate of completion documenting their New York manager-level sexual harassment prevention training that satisfies annual training requirements under both New York State law and New York City law for supervisory personnel.

The course includes interactive assessments that verify understanding of New York harassment laws, manager responsibilities, complaint response procedures, bystander intervention, and retaliation prevention. Certificates are generated immediately with training date for regulatory compliance records.

Supports Compliance With:

  • New York State Human Rights Law annual training requirement for managers
  • New York City Human Rights Law training requirement for supervisors
  • NYS Division of Human Rights requirements
  • NYC Commission on Human Rights requirements
  • Interactive training mandate
  • Bystander intervention training requirement for managers
  • Title VII of the Civil Rights Act of 1964
  • EEOC enforcement guidelines on supervisor training

Choose How Your Team Learns

🖥️ Use Our LMS

Immediate access with zero setup

  • Fast & Easy Setup

  • Automatic progress tracking and reporting

  • Built-in certificate generation

  • No technical expertise required

  • Automated Course Recertification

📦 Use Your Own LMS

Purchase SCORM files for your system

  • Integrate with your existing platform

  • Maintain centralized training records

  • Compatible with all major LMS platforms

  • Full technical specifications provided

  • Dedicated support included

Why Choose Evolve?

🎯

Expert-Developed Content

Courses feature realistic scenarios, engaging multimedia, and knowledge checks to reinforce learning. Content developed by compliance experts ensures accuracy and relevance.

📱

Accessible Anywhere

Complete training anytime, anywhere on PCs, tablets, or smartphones. Your team can learn at their own pace without disrupting daily operations or scheduling conflicts.

🎬

Engaging & Effective

Scenario-based learning & interactive elements promote retention better than lecture-style courses

📊

Trackable and Reportable

Monitor completion rates, track progress, and generate compliance reports. Maintain detailed records for audits and regulatory requirements.

💰

Transparent Pricing

Simple per-seat pricing with no hidden fees, surprise charges, or mandatory bundles. Volume discounts make compliance training affordable for organizations of any size.

⚡

Easy Implementation

Begin training your team immediately – no lengthy implementation or waiting periods

📈

Scalable Solutions

Whether training 5 employees or 500, our platform scales to meet your organization’s needs. Custom course bundles available to address your specific training requirements and budget.

✓

Consistent Quality Training

Every learner receives the same high-quality, up-to-date content. Standardized training ensures your entire organization maintains consistent compliance knowledge.

💬

Ongoing Support

Dedicated customer support available to assist with questions, technical issues, or training customization needs.

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MEET NEW YORK’S ANNUAL MANAGER TRAINING REQUIREMENT

Give Your New York Managers Required Annual Training

New York State requires all employers to provide annual sexual harassment prevention training to all managers and supervisors. New York City requires training for supervisors in organizations with 15+ employees. Ensure compliance with both state and city law while equipping managers with skills to prevent, recognize, and respond to sexual harassment.

Trusted by New York employers across healthcare, business, and nonprofit sectors