Sexual Harassment Prevention
Beginning in October 2018, employers in New York were required to have in place a sexual harassment prevention policy. You can find more about this policy on the New York State website and even use the template they provide.
In addition all employees must complete the model training or a comparable training that meets the minimum standards by October 9, 2019.
The resources on this page are provided to help churches comply with these new laws.
New York State Law https://www.nysenate.gov/legislation/laws/LAB/201-G
Sexual Harassment Prevention Policies
The new New York State Labor Law required all employers in the state, regardless of size, to adopt a sexual harassment prevention policy by October 9, 2018. This is the new Section 201-G of the NYS Labor Law: https://www.nysenate.gov/legislation/laws/LAB/201-G
On the following link, a church can download a Model Policy as a document that will allow churches to just fill in the blanks. This may be a good way to get a policy in place by the deadline. You can “tweak” as you live into it. Here is the Model Policy: https://www.ny.gov/combating-sexual-harassment-workplace/employers#model-sexual-harassment-policy
Here are four resources from New York State:
Sexual Harassment prevention training opportunities
The training component of the New York State laws on sexual harassment prevention becomes mandatory in October 2019. Sexual Harassment Prevention Training must be provided BY THE EMPLOYER by October 9, 2019.
Please note: The Conference is not the employer of any minister or lay person serving a Local Church. Therefore, Sexual Harassment Prevention Training is not the same as Boundary Awareness Training currently offered through the conference and associations.
Here are current samples of training
- Minimum Standards For Sexual Harassment Prevention Training
- Model Sexual Harassment Prevention Training
Practical Resources for Churches is offering scheduled interactive webinars that meet the New York State requirements.
Upcoming dates include:
Monday, March 11 from 3:00-4:30 (Register here) https://register.gotowebinar.com/register/5914871577199130893
Thursday, April 25 from 1:00-2:30 (Register here) https://register.gotowebinar.com/register/6668607688760803085
More dates and times to be added – contact email@example.com
Insurance Board participants and members in New York: In partnership with Praesidium, our abuse prevention and training partner, and as part of our continuing efforts to provide both valuable safety and loss control resources that are specifically important to your clients as business employers in the state of New York, we are happy to announce a new online training course is now offered through Praesidium’s Armatus training platform that is compliant with Section 201-G(1) and (2) of the New York Labor Law.
If your insured’s would like to access the training modules and are already utilizing the Armatus portal, they can email Armatus support (firstname.lastname@example.org) and ask that the module be added to their network.
If your insured’s do not yet utilize Armatus for their training needs, please ask them to contact me to get set up.” (contact person- Farnaz Berna: email@example.com)
Training in New York City
Additionally, under Local Law 96 of 2018, employers in New York City with 15 or more employees are required to conduct annual anti-sexual harassment training for all employees. Effective April 2019, employers have one year to implement the training for all employees and must ensure all employees are trained annually thereafter. The NYC Human Rights Commission will develop a training but employers can also use their own training so long as it meets with requirements.
New York City workplace notices
As of Sept. 6, 2018 under Local Law 95 of 2018, all employers in New York City are required to conspicuously display anti-sexual harassment rights and responsibilities notices in both English (Legal size, Letter size) and Spanish (Legal size, Letter size) and distribute a factsheet to individual employees at the time of hire which may be included in an employee handbook.