易到被曝充值忽悠涨价没车 回应不实近期将报案

Heck no.

First, I know for a fact that many New York employers have yet to complete the required training. The deadline has passed. You’re out of compliance. But rest assured it’s better to train late than to not train at all. The key is to train before you get caught or, more importantly, before a harassment concern arises.

Secondly, remember New York employers have an ongoing obligation to train all new employees as soon as possible and to conduct sexual harassment training on an annual basis.

Finally, and most importantly, let us not forget that, taken alone, satisfying the minimum statutory training obligation will do very little (if anything) to rid the workplace of harassment.

No, we’re absolutely not across the finish line. We’re at the starting line. And how you run this race will determine if your employees will work in an environment free of harassment. Despite what the great State of New York mandates, you don’t rid a workplace of harassment or change an organization’s culture simply by forcing employees to watch a video or complete an “interactive” online course.

So, as you plan for 2020, don’t focus on “checking the box” and settling for mere legal compliance. Plan for culture change. Plan to enforce your harassment policy by disciplining and if necessary terminating those who violate it. Plan to do whatever is necessary to ensure that each of your employees feels safe and comfortable every day they come to work.

John M. Bagyi, Esq., SPHR, SHRM-SCP is a management-side labor and employment attorney and one of 200 attorneys nationwide to be recognized by Human Resource Executive magazine as the Nation’s Most Powerful Employment Attorneys. John can be reached at jbagyi@bsk.com or 518.533.3229.

The information contained in this post is not a substitute for professional counseling or advice. Attorney Advertising. Prior Results Do Not Guarantee a Similar Outcome