New York Sexual Harassment Prevention Training for Managers Certified Package

New York requires annual sexual harassment prevention training for every employee under Labor Law section 201-g, and managers and supervisors carry obligations on top of that. This course covers the manager side: what you are required to do when a complaint reaches you, and what happens if you do nothing.

Why the manager version exists

New York State law sets a single annual training requirement for all employees, but the State model training and the New York City rules both expect supervisory content beyond the baseline. New York City Local Law 96 in particular emphasizes management accountability, and city training must cover bystander intervention and the specific complaint routes available to a worker.

In practice a manager who receives a complaint and handles it badly creates more exposure than the original conduct. Knowing what to do in the first hour is the point of this course.

What managers need to know

• What triggers a duty to act, including conduct a manager observes rather than one that is formally reported

• How to take a complaint without promising confidentiality you cannot deliver

• The prohibition on retaliation, and the forms retaliation takes that managers do not recognize as retaliation

• Where a worker can go externally: the New York State Division of Human Rights, the NYC Commission on Human Rights, and the EEOC

• How the law reaches non-employees including contractors, vendors, and volunteers

• That harassment can occur in remote and digital work settings

New York context

Albany is the state capital, with employment concentrated in New York City, Buffalo, Rochester, Yonkers, and Syracuse. Hospitality management in New York is high-turnover and often young, and shift leads pick up supervisory duties long before they pick up the title. The obligation attaches to the authority, not the job description.

Training is not a defense

New York State says so directly in its minimum standards: training does not constitute a conclusive defense to charges of unlawful sexual harassment. Every claim is judged on its own facts. What training does is make the right response more likely and give you a dated record that you met your obligation.

Running it across a management layer

Managers change roles more often than the training calendar does. A company account lets you assign the manager course when someone steps up, keep the annual cycle running for everyone, and pull records by name, role, and date.

New York manager training FAQ

Do managers need separate training in New York?

State law sets one annual requirement for all employees, but the State model and New York City rules expect supervisory content, and managers carry response obligations line staff do not.

How often do managers need training?

Annually, the same cycle as all other employees under Labor Law section 201-g.

What does New York City add?

Local Law 96 applies to employers with 15 or more workers, emphasizes management accountability, and requires bystander intervention content and agency contact information. Records are kept for three years.

Does a shift lead count as a manager?

If they direct other workers, handle grievances, or exercise authority requiring independent judgment, treat them as supervisory regardless of title.

Is a manager personally exposed?

A manager who receives a complaint and fails to act, or who retaliates, creates exposure for themselves and for the business.

Related New York and harassment training

Non-supervisory staff take New York Sexual Harassment Prevention Training for Employees. California runs the same split: see AB 1825 supervisor training. New York operators in regulated retail also need New York Responsible Workforce Training. Browse the full compliance catalog.