EEO - Harassment: New York
Federal law and guidance on this subject should be reviewed together with this section.
Authors: James Anelli and Robert Pettigrew, LeClairRyan
- New York's law on harassment is generally more expansive than federal law. See Prohibition Against Harassment.
- New York's law on harassment contains protections for both employees and non-employees. See Covered Employees; Protections for Non-Employees.
- New York law expands on federally protected categories. See Types of Harassment.
- Unlawful workplace harassment consists of quid pro quo or hostile work environment harassment. See Forms of Harassment.
- An employer may be held vicariously liable for the acts of supervisory employees, non-supervisory employees and third-parties who engage in harassment. See Employer Liability.
- New York law requires employers to implement a sexual harassment prevention training program. See Policy and Training Requirements.
- An employer may be liable for a variety of administrative and civil remedies and penalties for violations of New York's anti-harassment laws. See Remedies and Penalties.
- New York law imposes limitations on arbitration clauses and nondisclosure agreements related to harassment claims. See Arbitration of Harassment Claims; Nondisclosure Agreements in Harassment Settlements.
- New York City has requirements pertaining to harassment. See Local Requirements.