Preventing Sexual Harassment for Managers – New York 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.
What You’ll Learn
✓ 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
Preventing Sexual Harassment for Managers – New York 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
See Our Courses In Action
Preview sample courses to see our format, content quality, and interactive features before you purchase.
Who Should Take Preventing Sexual Harassment for Managers – New York
👔 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 ELMS
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
License 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.
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
