Overview: Training employees and supervisors, to the greatest extent possible, improves communications within the organization and reduces any organization's exposure to workplace legal risks. Specifically, proper recordkeeping practices can place employers in a better position when targeted in regulatory audits, participating in compliance reviews or defending court claims.
Training requirements vary by state. Training addressing harassment in the workplace continues to be required in several states. Newer legislative requirements address documentation regarding training in E-Verify compliance.
In order to achieve internal goals and balance training needs and desires, employers should conduct a training needs analysis. Effective training programs accurately identify what subjects should be taught, and which employees should be trained.
Trends: Employers now enjoy a wide array of employee training and development options, especially with the rise of learning-based technologies for the workplace. Global employers may wish to invest in a centralized training system, with options for customization based on local priorities and requests. Developments in this area add affordable possibilities to an employer's menu of training choices.
Author: Marta Moakley, JD, Legal Editor
Updated to include New York requirements, effective October 9, 2018; and forthcoming Delaware and New York City training requirements.
Updated to reflect final version of the resource following a public comment period.
An employer may use this checklist to comply with New York State and New York City sexual harassment prevention laws.
The following chart summarizes major harassment prevention provisions affecting New York employers, including the New York state harassment law (contained in the budget bill) and the New York City Stop Sexual Harassment in NYC Act.
This chart highlights the similarities and differences between New York State and New York City sexual harassment prevention training requirements.
XpertHR offers many tools and resources to help an employer comply with New York State and New York City sexual harassment prevention laws.
This How To details the steps a prudent employer should take to comply with New York State and New York City sexual harassment prevention laws.
Funding would go out under a federal program intended to temporarily expand the service capacity of dislocated worker training and employment programs in response to large, unexpected economic events that cause significant job losses.
In-depth review of the spectrum of Delaware employment law requirements HR must follow with respect to training and development.