The NYSDHR offers a model policy that is available here. The NYSDHR also offers a model training guide here. Employers may elect to develop their own policy, however, it must prohibit sexual harassment in accordance with the new NYSDHR policy, provide examples of prohibited conduct, notify employees of applicable federal and state statutes and remedies available, provide a complaint form, set forth a timely investigative procedure, advise employees of external administrative and judicial remedies, unequivocally state that sexual harassment is a form of employee misconduct subject to sanctions, and that retaliation is illegal.
Employers have until October 9, 2019, to conduct training in accordance with the new policy, however, the policy itself is effective as of October 9, 2018. Employers are obligated to comply with the new policy and failure to do so may be a violation of employee rights. If you believe you may have been a victim of sexual harassment or feel that your employer is not complying with the new policy requirements, please contact Borrelli & Associates today for a consultation.
Workers' compensation serves as a crucial safety net for employees who suffer injuries or illnesses…
In New York, the bustling streets of the city that never sleeps are often filled…
Seasonal employment is a common practice across various industries. Many businesses hire temporary workers to…
The landscape of employment has evolved significantly in recent years, with many individuals opting for…
One of the most common questions attorneys encounter from clients in New York is whether…
As legal experts specializing in employment law, one of the most common questions our law…