New York State Labor Law 201-G on Sexual Harassment
Compliance Mandatory by January 2019
Sexual assault is a criminal offense and the law recognizes sexual harassment as a form of employment discrimination. As an employer YOUR responsibility is to provide a workplace free of sexual harassment.
Even without any previous sexual harassment issues, disgruntled or terminated employees can cost your company thousands of dollars in legal cost with allegations. Don’t wait for a mishap to put your company on the other end of a costly lawsuit.
In an effort to combat sexual harassment in the workplace New York State is leading the nation with new laws effective January 1, 2019.
All New York State employers will be required to implement a state-compliant sexual harassment policy and conduct annual interactive training for all employees in accordance with state standards.
In the workplace the United States Equal Employment Opportunity Commission (EEOC) defines workplace sexual harassment as “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
The EEOC reports that:
- Charges filed in 2018 alleging sexual harassment increased by 13.6 percent from 2017.
- For charges alleging harassment, reasonable cause findings increased by 23.6 percent to nearly 1,200 in 2018.
- Conciliated EEOC charges alleging harassment increased in 2018 by 43%.
- Money recovered for the victims of sexual harassment through administrative enforcement and litigation was up by 22.5 million in 2018.
Preventative education/training and a culture that supports Respect in the Workplace is the SOLUTION!
Our results show an increase in; Employee Morale, Responsibility and Production!
We worked closely together with Diana in implementing Respect in the Workplace training. An efficient program developed by Diana was made sure to cover all sensitive issues that might arise. One of the greatest qualities of Diana is that she is truly hands-on with each individual employee and was always available to ensure they felt supported by corporate and in particular by HR.