We're extremely pleased to see our North Brooklyn business community return to normal. However, we're all now dealing with a "new normal." We are here to help in whatever way we can. We suggest you continue to take small, manageable steps and set realistic goals. Hurdles will always exist in business, but with the right guidance and advice, hopefully, they become fewer and easier to manage. The North Brooklyn Chamber is here to help supply that guidance and advice.
Sexual harassment is a form of sex discrimination and is unlawful under federal, state and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity and the status of being transgender.
Sexual harassment is unlawful when it subjects an individual to inferior terms, conditions, or privileges of employment. Harassment need not be severe or pervasive to be unlawful, and can be any harassing conduct that consists of more than petty sights or trivial inconveniences. Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual’s sex when:
A sexually harassing hostile work environment includes, but is not limited to, words, signs, jokes, pranks, intimidation or physical violence which are of a sexual nature, or which are directed at an individual because of that individual’s sex. Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements or sexually discriminatory remarks made by someone which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, which interfere with the recipient’s job performance.
Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment or any other terms, conditions or privileges of employment. This is also called “quid pro quo” harassment.
Any employee who feels harassed should report so that any violation of this policy can be corrected promptly. Any harassing conduct, even a single incident, can be addressed under policy.
Every employer in the State of New York is required to adopt a sexual harassment prevention policy. Any employer that doesn’t adopt the model policy must ensure that the policy that they adopt meets or exceeds the following minimum standards.
The policy must:
Every employer in New York State is also required to provide employees with sexual harassment prevention training.
This training must:
When a designated person receives a complaint of sexual harassment, he/she will:
Additional information can be found on the Sexual Harassment Prevention Model Policy https://www.ny.gov/combating-sexual-harassment-workplace/employers and Sexual Harassment Policy for All Employers in New York State pdf.
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