Sexual Harassment Prevention In New York For Managers

Organization: Knowledge Essentials

Created by: Knowledge Team


Training Time: 20 to 34 minutes

Language(s): English,Spanish

The State of New York has a long history of protecting the rights of employees, and every employer in the state is required to have a zero-tolerance sexual harassment policy. Several laws, namely the New York Human Rights Law, Title VII of the Civil Rights Act, and the New York City Human Rights Law, protect employees as well. Managers and supervisors play a critical role under these laws, as their actions directly impact both a company’s legal liability, as well as its culture. After all, an employer is strictly liable for sexual harassment committed by these individuals, or for harassment they failed to report, even if one was unaware of the harassment. This course explores the role of managers in sexual harassment prevention, while providing tips to help prevent sexual harassment in your company. 

This course starts by explaining the two forms of sexual harassment: Quid Pro Quo and hostile environment. Quid Pro Quo sexual harassment is when a manager or supervisor withholds or awards job benefits on the basis of sexual favors, even when there is no explicit threat of an adverse employment action. Hostile environment harassment consists of severe and pervasive sexual comments, behavior, or advances that are objectionable to the employee. While a single, isolated event may not be enough for a finding of a hostile work environment, particularly severe actions may be. You will be provided more information regarding these forms of harassment here.

Ultimately, individuals in a leadership role have a responsibility to create a safe work environment, and committing, or failing to report, instances of sexual harassment is antithetical to such a responsibility. Of course, an employer must do everything in its power to prevent sexual harassment, and culture is key to this endeavor. Creating the proper culture begins with training and policies, and it also includes promptly, thoroughly, and impartially investigating reports of sexual harassment. Reporters of sexual harassment also must not be retaliated against, which would subject the employer to additional liability as well. Culture begins at the top; utilize the information presented in this training lesson and understand how you can best prevent sexual harassment in your workplace.

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