Guide
New York City Harassment Prevention Training: What Local Law 96 Adds
New York City adds calendar-year training, a three-year record rule, a posted notice, and a new-hire fact sheet for employers with 15 or more employees. Here is what to do.
New York City layers its own harassment prevention training rules on top of the State rule. They come from Local Law 96 of 2018 and are enforced by the NYC Commission on Human Rights.
If you employ 15 or more people (or one or more domestic workers), New York City requires annual training every calendar year, records kept for at least three years, a posted notice, and a fact sheet for new hires. The details below come from the Commission's FAQ.
Who is covered
- Employers who had 15 or more employees, or one or more domestic workers, at any point in the previous calendar year.
- Employees located outside New York City count toward the 15, and so do independent contractors, regardless of how many days or hours they work.
Who must be trained
- Every employee, each calendar year, since April 1, 2019. New hires should be trained as soon as possible after hire.
- Interns and independent contractors who work more than 80 hours in a calendar year and for at least 90 days.
- Workers located elsewhere if they will work more than 80 hours in New York City in a calendar year, over at least 90 days.
What the training must cover
The Commission lists required elements, including the legal framework, a description of harassment with examples, internal and external complaint procedures, protection against retaliation, bystander intervention, and the responsibilities of supervisors and managers. Check the FAQ for the full list.
Records, notice, and fact sheet
- Records: keep a record of all trainings for at least three years and make it available to the Commission on request. A certificate or a signed employee acknowledgment, on paper or electronic, can serve as the record.
- Notice: post the Commission's notice in conspicuous locations accessible to all employees, in English and Spanish.
- Fact sheet: give the Commission's fact sheet to new employees at hire or within their first week.
The Commission's free training
The Commission offers a free online training. It states that the training meets both New York City and New York State training requirements, so employers using it do not need two different trainings each year. The Commission's training page has the details.
Using that course covers the training itself. You still need to deliver your written policy, post the notice, give new hires the fact sheet, and keep records.
How Beamly helps
Beamly helps you assign the training, collect certificates, deliver your policy, and keep the records the Commission can ask for. Beamly does not make a legal determination about whether your business is covered.
For the State rule, see New York harassment prevention training requirements.
Frequently asked questions
Which employers does New York City's training rule cover?
Employers who had 15 or more employees, or one or more domestic workers, at any point in the previous calendar year. Employees outside the city and independent contractors count toward the 15.[1]
How long must New York City training records be kept?
At least three years. The record may be a certificate or a signed employee acknowledgment, on paper or electronic, and must be available to the Commission on request.[1]
Do interns and independent contractors need training in New York City?
Interns and independent contractors who work more than 80 hours in a calendar year and for at least 90 days must be trained.[1]
Does the Commission's free training satisfy both City and State rules?
The Commission states that its online training meets both New York City and New York State training requirements.[1][2]
What notice must New York City employers post?
The Commission's notice must be posted in conspicuous locations accessible to all employees, in English and Spanish, and new employees must receive the Commission's fact sheet.[1]