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New York City Commission on Human Rights Issues Mandatory Sexual Harassment Notice and Fact Sheet

By Lori D. Bauer, Richard I. Greenberg and Daniel J. Jacobs
  • August 8, 2018

The New York City Commission on Human Rights has released a fact sheet and mandatory posting consistent with the “Stop Sexual Harassment in NYC Act.” Effective September 6, 2018, all New York City employers must conspicuously post the anti-sexual harassment rights and responsibilities posting, as well as hand out the fact sheet to new employees at the time of hire.

The Commission’s dedicated webpage includes other resources about sexual harassment, such as sample scenarios to help identify discrimination in the workplace and information on bystander intervention.

The law, signed by Mayor Bill de Blasio on May 9, 2018, also requires employers with at least 15 employees to conduct annual anti-sexual harassment training for all employees, starting April 1, 2019. For more information on the enacted New York City legislative package related to harassment, see our articles, New York City Enacts Anti-Sexual Harassment Legislation that Includes Training Requirement, New York City Council Passes Legislative Package Aimed at Preventing Sexual Harassment in the Workplace, and New York City Legislation Would Mandate Sexual Harassment Training, Expand Employer Coverage under Human Rights Law.

Additionally, New York City employers must comply with the upcoming statewide sexual harassment training mandate applicable to management and employees. See our article, New York Legislature Passes Significant Changes to Laws Combating Sexual Harassment in the Workplace, for details of this requirement and related pieces of legislation. We continue to monitor updates from the state regarding the promulgation of a model policy and model training materials.

Please contact a Jackson Lewis attorney with any questions related to harassment policies, training, and other preventive practices.

©2018 Jackson Lewis P.C. This material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.

Reproduction of this material in whole or in part is prohibited without the express prior written consent of Jackson Lewis P.C., a law firm with more than 900 attorneys in major cities nationwide serving clients across a wide range of practices and industries. Having built its reputation on providing premier workplace law representation to management, the firm has grown to include leading practices in the areas of government relations, healthcare and sports law. For more information, visit www.jacksonlewis.com.

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