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.
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
