Training

Sexual Harassment

There are currently 5 states with mandated sexual harassment training requirements for private employers and New York is one of them.

New York (training is required for managers and employees)

• HRL 296 signed April 2018; effective October 9, 2018
• Requires Sexual Harassment training for ALL employers, regardless of size

All employees and managers must be trained by October 9, 2019, and then annually

New employees must be trained within 30 days of hire and then annually

New managers must be trained within 30 days of new position and then annually

All Part Time employees including employees who work just 1 day (even if they are based out of state)

Employees who work in New York even though their company is headquartered out of state o Contractors who bid on NY State contracts must certify under penalty of perjury that they have provided annual sexual harassment training to all employees, even those outside of the state New York City (training is required for managers and employees)

New York City

Stop Sexual Harassment in New York City Act signed April 2018

Effective April 2019 • Requires SH training for employers with 15 or more employees in the City (including interns)

All employees and managers must be trained by April 1, 2020 (but State mandate is Oct 2019)

New employees must be trained within 90 days of hire and then every year

New managers must be trained within 6 months of new position and then every year

Creating an inclusive environment in the workplace can be a challenge. Employees sometimes clash and don’t work together as well as they should, even when they come from the same background. Add differences to the mix and this friction can get even worse, damaging teamwork and hurting the productivity of the group as a whole. Diversity adds to an organization a broader range of perspectives and modes of thinking which results in greater innovation, creativity, and problem solving capabilities. It also assists in recruitment & retention, market strengths, branding and global integration/local differentiation.

Supervisors are your front line in preventing legal violations that could bring hefty penalties if employees are not managed properly. Both newly promoted supervisors and experienced managers need a clear understanding of potential legal issues that impact the workplace. Supervisors and managers will learn why it’s important to make decisions that fit within workplace laws, including: ADA and Pregnancy Discrimination Act accommodation requests, EEOC compliance, including discrimination and civil rights, Social media, freedom of speech, and employee privacy expectations, Family and Medical Leave Act (FMLA)  and Wage and Hour laws

Educate all of your managers and employees about the details surrounding the difficult subject of harassment. Everyone in the workplace can benefit from understanding what qualifies as harassment, and why it cannot be tolerated. Learn to clarify how to recognize and prevent harassment, and what to do if harassment occurs. Explores all forms of Harassment and protected classes as per Title V11. Explains the differences between Harassment & Bullying and teaches respect in the workplace. There are many forms of Harassment including religious, race, gender, national origin, sex, age, etc.  This Training will identify the categories that are protected and how to protect your organization from potential lawsuits.

Bullies often act just under the radar, denying their hostile intent or shrugging off their behaviors as humorous or insignificant. The constant tension they create—and the way their harmful activities tend to build over time—not only damages the individual targets of their behavior but also the workgroup as a whole.

While not transmitted through casual contact, blood borne pathogens present a risk in just about any workplace. That’s why it’s important to train all employees, not only those in positions where exposure hazards are a routine part of their jobs. Protective measures include: Universal precautions, PPE (Personal Protective Equipment), work practice controls and Hepatitis B vaccination.

This Hazcom training course helps you meet mandated training requirements for OSHA’s revised GHS Hazard Communication Standard. The OSHA Hazard Communication Standard (HCS or HazCom) requires that employees who work with potentially hazardous chemicals receive information about how to use these substances safely. This includes knowing how to read and understand the recently revised Globally Harmonized System (GHS) labels and 16-section Safety Data Sheets.

As the GHS format is implemented, hazardous materials arriving at your warehouse or work site will appear with these updated, strictly defined GHS labels and Safety Data Sheets (SDS). Your workforce needs to be prepared for this new way of presenting information that helps them recognize dangers and follow best practices for working safely.

The number one goal of HazMat (HazCom) training is to reduce accidents and injuries. Use this informative Hazmat training video to show your workers how to access critical information and encourage them to put that knowledge to work—keeping themselves and their coworkers safe on the job.

Learn what are the laws that apply to your business?  Under the Americans with Disabilities Act (ADA), privately owned businesses that serve the public, such as restaurants, hotels, retail stores, taxicabs, theaters, concert halls, and sports facilities, are prohibited from discriminating against individuals with disabilities. The ADA requires these businesses to allow people with disabilities to bring their service animals onto business premises in whatever areas customers are generally allowed.

This comprehensive Training will answer all of your questions & concerns regarding Service Animals. Learn what is a service animal?  Service Animal vs. comfort animal. What must be done when an individual with a service animal comes to your business?  Do you still have to allow service animals in if you have a “no pets” policy?  Can you charge a maintenance or cleaning fee for customers who bring service animals into your business? Are you responsible for the animal while the person with a disability is in your business? What if a service animal barks or growls at other people, or otherwise acts out of control?  Can you exclude an animal that doesn’t really seem dangerous but is disruptive to your business?