Sexual Harassment- NY Mandatory Training

Sexual Harassment- NY Mandatory Training 

New York law prohibits sexual harassment. Although it may sound like a simple concept, sexual harassment can be difficult for individuals to truly comprehend, including what is considered “sexual harassment” and what they should do about it. Current laws set out specific requirements that someone must prove if they plan to show that they were harassed. Understanding those requirements can help companies and individuals avoid the behavior that might constitute sexual harassment. This course will identify those requirements.


Understanding the behavior that might constitute sexual harassment is not enough. Employees must be able to recognize sexual harassment to not only avoid it, but also to know how to prevent it, and when to report it if it should occur. A supervisor needs to know what actions to take when harassment is observed, or allegations are made. Court decisions continue to hold supervisors to a high behavior standard, not only in terms of their own behavior, but also in terms of how to respond to sexual harassment by employees, customers, or vendors. It is important that all staff understand that “abusive conduct” is also unlawful.

In the workplace, you are busy. You have tasks to accomplish and people to please. You may not be excited to sit through this interactive training on sexual harassment, especially with the pressures of your job on your mind. It is perfectly understandable. The concepts of this training, however, are part of your responsibilities. In fact, New York law requires all employees at all levels of the organization to take sexual harassment training. If you are in a position as a supervisor and do not understand your responsibilities, you are putting your employer, and potentially yourself, at risk. Understanding the law on sexual harassment will help you eradicate it in the workplace, as well as protect yourself and your employer.

This course will not only teach the basics of sexual harassment law but, through case scenarios and exercises, it will also provide a clear understanding of how to effectively respond to sexual harassment.


Hours: 2.00


Certificates provided by accrediting body (2 Match)

Human Resources Certification Institute


This program has been approved for 2.00 (General) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute.

SHRM Preferred Provider


This course is approved for 2.00 contact hours.

Course Details

Course Code: REL-PAC-0-SHNY
Hours: 2
Type: Online Course
Content Expiration Date: 9/30/2024
Learning Objectives:
Differentiate between discrimination, harassment, and retaliation.
Define the types of conduct that constitute sexual harassment.
Delineate the responsibility of a supervisor in responding to sexual harassment.
Describe strategies for preventing sexual harassment in the workplace.

Section 1: Introduction

About this Course

Learning Objectives

Section 2: Sexual Harassment

The Psychology of Sexual Harassment

The Prevalence of Sexual Harassment

Sexual Harassment: Defined

Quid Pro Quo Harassment

Hostile Work Environment Harassment

Let’s Review

Components of Sexual Harassment



Based on Sex

Sufficiently Severe or Pervasive

Employer Liability



Section 3: Discrimination, Harassment, and Retaliation

The Law

Protected Categories







Section 4: What Can You Do to Prevent Sexual Harassment?

Preventing Harassment in the Workplace

Bystander Intervention

Anti-Sexual Harassment Policy



Section 5: What Should You Do If You Are Sexually Harassed?

If You Are the Subject of Harassment

Resources for Sexual Harassment Complaints

What if You Are Accused of the Harassment?

Common Questions



Section 6: Supervisor and Employer Responsibility in Responding to Allegations

Receiving Allegations

Supervisor, Human Resources, and Employer Responses

Conducting a Prompt Investigation

Conducting a Thorough and Fair Investigation

Rights of Redress Available for Sexual Harassment



Section 7: Conclusion


Course Contributors



Instructor: Adam Roesner, BSN
Adam Roesner, BSN has been working with various quality measures optimization since 2013. His experience in program management in both clinical and performance measures allows a unique perspective on the challenge faced by healthcare systems today. Adam has presented trainings on HCAHPS programs for sales forces and executive leadership alike, and has managed various skin health and HCAHPS educational programs and bundles for acute, post-acute, and IDN facilities. Disclosure: Adam Roesner, BSN has declared that no conflict of interest, Relevant Financial Relationship or Relevant Non-Financial Relationship exists.
Expert Reviewer: Linda Friedner
Linda Friedner is the SVP Associate General Counsel for Penguin Random House, LLC, with responsibility for advising the Human Resources department, including on matters of harassment in the workplace. Linda co-created and developed a live Anti-Harassment and Respectful Workplace Training program to over 550 employees (via 20 sessions) of Penguin Random House in the US and Canada. Disclosure: Linda Friedner has declared that no conflict of interest, Relevant Financial Relationship or Relevant Non-Financial Relationship exists.
Relias will be transparent in disclosing if any commercial support, sponsorship or co-providership is present prior to the learner completing the course.
Course Delivery Method and Format
Asynchronous/Online Distance Learning; please see certificate details for specifics on delivery format.
Relias has a grievance policy in place to facilitate reports of dissatisfaction. Relias will make every effort to resolve each grievance in a mutually satisfactory manner. In order to report a complaint or grievance please contact Relias.
If you require special accommodations to complete this module, please contact Relias Support by completing the web form ( or by using the chat functionality.
All courses offered by Relias, LLC are developed from a foundation of diversity, inclusiveness, and a multicultural perspective. Knowledge, values and awareness related to cultural competency are infused throughout the course content.
Reference herein to any specific commercial product, process, or service by trade name, trademark, service mark, manufacturer or otherwise does not constitute or imply any endorsement, recommendation, or favoring of, or affiliation with, Relias, LLC.
All characteristics and organizations referenced in the following training are fictional. Any resemblance to any actual organizations or persons living or dead, is purely coincidental.
To earn continuing education credit for this course you must achieve a passing score of 80% on the post-test and complete the course evaluation.
If you require special accommodations to complete this module, please contact Relias Customer Support here.