David W. Garland, Member of the Firm and Chair of the firm’s National Employment, Labor & Workforce Management Steering Committee, authored an article in HR Dive, titled “#MeToo Leads to Training Mandates (and More).”

Following is an excerpt:

In our last column, we addressed the flurry of lawsuits brought by the U.S. Equal Employment Opportunity Commission (EEOC) aimed at sex harassment in the workplace. States and cities, too, have been busy this year, crafting their own response to the #MeToo movement. Both New York state and New York City have enacted new laws requiring employers to provide training on sex harassment in the workplace. Although the number of these laws remains small, these requirements impact employers with operations there, and they come on top of requirements in some states that existed before the #MeToo movement. Other legislative responses have also occurred in the first half of this year, such as banning nondisclosure provisions in settlement agreements, and more mandates are likely to come.

Most recently, while many were trying to enjoy the last bit of summer vacation before Labor Day, New York state launched a website related to the sex harassment training mandated earlier in the year. Although subject to public comment through Sept. 12 (not nearly a long enough period to provide sufficient comments), the website states that all employers must complete the training of all current employees by Jan. 1, 2019 — less than four months from now. It also provides that beginning the same day, all new hires must complete training within 30 days of their hire. The law also spells out what must be included in a company’s sex harassment policy and reporting procedure.

When finalized, New York state’s new training requirements will likely require employers to provide training for all employees, including temporary and transient employees — which means employees who work "just one day" for the employer or "just one day" in New York. Moreover, New York employers will be required to provide training that satisfies minimum standards spelled out by the state. Among other things, it must be interactive, include an explanation of sexual harassment consistent with state-issued guidance, include examples of conduct that would constitute unlawful sexual harassment and include information about remedies available to victims of sexual harassment.

Jump to Page

Privacy Preference Center

When you visit any website, it may store or retrieve information on your browser, mostly in the form of cookies. This information might be about you, your preferences or your device and is mostly used to make the site work as you expect it to. The information does not usually directly identify you, but it can give you a more personalized web experience. Because we respect your right to privacy, you can choose not to allow some types of cookies. Click on the different category headings to find out more and change our default settings. However, blocking some types of cookies may impact your experience of the site and the services we are able to offer.

Strictly Necessary Cookies

These cookies are necessary for the website to function and cannot be switched off in our systems. They are usually only set in response to actions made by you which amount to a request for services, such as setting your privacy preferences, logging in or filling in forms. You can set your browser to block or alert you about these cookies, but some parts of the site will not then work. These cookies do not store any personally identifiable information.

Performance Cookies

These cookies allow us to count visits and traffic sources so we can measure and improve the performance of our site. They help us to know which pages are the most and least popular and see how visitors move around the site. All information these cookies collect is aggregated and therefore anonymous. If you do not allow these cookies we will not know when you have visited our site, and will not be able to monitor its performance.