2018 GNYADA Membership Directory

NEW YORK STATE AND NYC PASS NEW LAWS TO FIGHT WORKPLACE SEXUAL HARASSMENT

On May 9, 2018, New York City Mayor Bill de Blasio signed the Stop Sexual Harassment in NYC Act. This package of bills:

• Permits claims of gender-based harassment against employers of any size. • Extends the statute of limitations to three years after the harassment occurred.

• Requires employers to conspicuously display an anti-sexual harassment rights and responsibilities poster* and distribute an information sheet* on sexual harassment to new hires (effective September 6, 2018). • Requires employers with 15 or more employees to conduct annual interactive sexual harassment training* for all employees (effective April 1, 2019). Changes at the state level include: • The New York Human Rights Law (NYHRL) prohibition against workplace harassment now applies to non- employees, such as independent contractors, subcontractors, consultants, and vendors. • Employers cannot require employees to sign mandatory binding arbitration agreements for sexual harassment claims (effective July 11, 2018). • Employers cannot require nondisclosure clauses in any settlement, agreement, or claim resolution involving sexual harassment unless confidentiality is the complainant/plaintiff’s preference (effective July 11, 2018). • All employers must adopt a sexual harassment prevention policy.* • All employers must provide employees with annual anti-harassment training.*

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*Models will be provided by the state or city.