Relates to establishing sexual harassment prevention training protocols within the private sector including a model management policy and training program and how to properly disseminate information to employers and employees.
STATE OF NEW YORK
________________________________________________________________________
562
2023-2024 Regular Sessions
IN ASSEMBLY
January 9, 2023
___________
Introduced by M. of A. ROZIC, SIMON, COLTON, SEAWRIGHT -- read once and
referred to the Committee on Labor
AN ACT to amend the labor law and the executive law, in relation to
establishing sexual harassment prevention protocols within the private
sector
The People of the State of New York, represented in Senate and Assem-bly, do enact as follows:
1 Section 1. The labor law is amended by adding a new section 45 to
2 read as follows:
3 § 45. Prevention of sexual harassment. 1. The department shall produce
4 a strong model management policy statement defining and prohibiting
5 sexual harassment in the workplace. Such model policy shall include
6 recommendations on how employers may provide information and remedies to
7 employees, including but not limited to a statement informing employees
8 of their rights of redress, and the availability of complaint resolution
9 channels and assistance with incidents of sexual harassment. Such model
10 policy statement shall clearly state that sexual harassment is consid-
11 ered a form of employee misconduct and that sanctions will be enforced
12 against individuals engaging in sexual harassment and against superviso-
13 ry and managerial personnel who knowingly allow such behavior to contin-
14 ue.
15 2. The department shall produce a model training program to prevent
16 sexual harassment in the workplace.
17 (a) Such model training program shall include information concerning
18 the federal and state statutory provisions concerning sexual harassment
19 and remedies available to victims of sexual harassment.
20 (b) Such department shall also include information in such model
21 program specifically addressing conduct by supervisors as both partic-
22 ipants in a general training program and in a supervisor-specific
23 program to prevent sexual harassment in the workplace.
EXPLANATION--Matter in italics (underscored) is new; matter in brackets
[] is old law to be omitted.
LBD02239-01-3
A. 562 2
1 3. The department may consult with the division of human rights in the
2 production of information set forth under this section.
3 4. The commissioner shall promulgate regulations allowing for distrib-
4 ution of the availability of the information set forth in this section
5 to employers and the public.
6 § 2. Section 296 of the executive law is amended by adding two new
7 subdivisions 1-b and 23 to read as follows:
8 1-b. It shall be an unlawful discriminatory practice for an employer
9 to:
10 (a) engage in unwelcome sexual advances towards, make requests for
11 sexual favors from, or engage in other verbal or physical conduct of a
12 sexual or sex-based nature with an employee when: (i) submission to such
13 conduct is made either explicitly or implicitly a term or condition of
14 an individual's employment; (ii) submission to or rejection of such
15 conduct by an individual is used as the basis for employment decisions
16 affecting such individual; or (iii) such conduct has the purpose or
17 effect of interfering with an individual's work performance by creating
18 an intimidating, hostile, or offensive working environment.
19 (b) For the purposes of this subdivision, "employer" shall include any
20 individual who may hire, transfer, suspend, lay off, recall, promote,
21 discharge, assign, reward, or discipline other employees, or has respon-
22 sibility to direct them or effectively recommend such action, if the use
23 of such authority is not merely routine or clerical in nature, but
24 requires the use of independent judgment.
25 23. In any case brought pursuant to the provisions of this article on
26 the basis of sex or sexual harassment only, where a person alleges that
27 a covered entity has deprived such person of equal terms and conditions
28 of employment, liability for such alleged unlawful discriminatory act
29 shall attach where the complainant or plaintiff demonstrates that the
30 conduct complained of was motivated in whole or in part by the person's
31 sex, regardless of the level of pervasiveness or severity of the
32 discrimination or harassment. A covered entity may demonstrate as an
33 affirmative defense to liability pursuant to this subdivision that the
34 discrimination or harassment complained of consisted of no greater than
35 what a reasonable victim of discrimination or harassment would consider
36 petty slights and trivial annoyances.
37 § 3. The executive law is amended by adding a new section 96-b to
38 read as follows:
39 § 96-b. Notification of laws on sexual harassment in the workplace. 1.
40 For any entity filing and paying filing fees under subdivision nine of
41 section ninety-six of this article, the department shall respond to an
42 authorized individual on behalf of the entity with notice of state law
43 on sexual harassment in the workplace.
44 2. Notice provided to filing entities shall include information pursu-
45 ant to section forty-five of the labor law and subdivision one-b of
46 section two hundred ninety-six of this chapter. The secretary of state
47 shall promulgate regulations to adhere to this section including the
48 nature of the required notice, the timing that such notice shall be
49 delivered to an authorized individual on behalf of a filing entity, and
50 any additional information to be included in such notice.
51 § 4. This act shall take effect on the one hundred eightieth day after
52 it shall have become a law.
