Harassment Prevention, Bystander Intervention, and Workplace Violence Prevention Training in New York

Harassment Prevention and Bystander Intervention Training Requirements 

What is the key legislation for harassment prevention training in New York?

Harassment prevention training requirements in New York are governed by New York Labor Law Section 201-g. Employers operating in New York City must also comply with the Stop Sexual Harassment in NYC Act, codified at NYC Human Rights Law § 8-107(30). 

Which types of employers are affected?

New York State’s training mandate applies to all employers, regardless of size. In addition, New York City requires employers with 15 or more employees, including independent contractors, to provide training to employees, interns, and independent contractors who work more than 80 hours in a calendar year and are employed for more than 90 days. 

What are the seat time and training frequency requirements?

Neither New York State nor New York City imposes a minimum seat time requirement for harassment prevention training. New York State requires employees to receive training upon hire and annually thereafter, while New York City requires covered workers to receive training within 90 days of hire and annually thereafter. Employers subject to both requirements can generally satisfy them through a single training program that incorporates all required state and city content. 

Which topics are required for training?

New York harassment prevention training must be interactive and include the definition of sexual harassment, examples of unlawful conduct, applicable federal, state, and local laws, available remedies, employees’ rights of redress, and the forums available for resolving complaints. Training must also address conduct by supervisors and their additional responsibilities regarding harassment prevention. 

To satisfy New York City requirements, training must additionally explain that sexual harassment is a form of unlawful discrimination, outline internal and external reporting procedures, cover retaliation and penalties for retaliatory conduct, provide bystander intervention guidance, and address the specific responsibilities of supervisors and managers for preventing and responding to harassment and retaliation. 

How can ComplyEQ help employers meet these requirements?

ComplyEQ’s Preventing Harassment and Discrimination in the Workplace training helps organizations address New York’s sexual harassment prevention training requirements with content covering key state- and city-mandated topics. Employers can also leverage configurable course elements to incorporate organization-specific policies and additional guidance as needed. Learn more about how this training can address your compliance goals here. 

Workplace Violence Prevention Training Requirements

What is the key legislation for workplace violence prevention training in New York?

New York’s workplace violence prevention training requirements for retail employers are established under the Retail Worker Safety Act (2023-A8947C). The law requires covered employers to implement workplace violence prevention measures and provide workplace violence prevention training to covered retail employees. 

Which types of employers are affected?

The law applies to employers with at least 10 employees working at a retail store in New York. A retail store is generally defined as a store that sells consumer commodities at retail and is not primarily engaged in the sale of food for consumption on the premises. 

What are the seat time and training frequency requirements?

The Retail Worker Safety Act does not establish a minimum seat time requirement for workplace violence prevention training. 

Training must be provided: 

• Upon hire and once every two years thereafter for covered employers with fewer than 50 retail employees. 

• Upon hire and annually thereafter for covered employers with 50 or more retail employees.

Which topics are required for training?

Workplace violence prevention training must provide employees with information about the employer’s workplace violence prevention program, plan, or policy. Training must also cover examples of protective measures employees can use during dangerous situations, de-escalation techniques, active shooter response procedures, emergency procedures, and instructions on how to use panic buttons, security alarms, and other emergency or security devices. 

In addition, employers must provide employees with a site-specific list of emergency exits and designated meeting locations to use during an emergency. 

How can ComplyEQ help employers meet these requirements?

ComplyEQ’s Preventing Workplace Violence training is designed to help covered retail employers address the core training requirements of New York’s Retail Worker Safety Act. The training covers key mandated topics, including recognizing and responding to workplace violence risks, de-escalation strategies, protective measures, active shooter preparedness, emergency response procedures, and the use of workplace safety and security devices. 

Because the law also requires employer-specific information, employers may need to use ComplyEQ’s included customizable pages to incorporate details unique to their organization. This can include information about the employer’s workplace violence prevention plan or policy, emergency procedures, emergency exits and meeting locations, security devices, panic buttons, alarm systems, and other site-specific safety protocols required under the law. By combining ComplyEQ’s training content with customizable employer-specific information, organizations can better align their training program with New York’s workplace violence prevention requirements. 

Learn more about how this training can address your compliance goals here.