Online Harassment Training for New York
Harassment Training for New York
All-new course
Co-Developed with Littler,
the World's Largest Labor and Employment Practice
Over 15,000 organizations
depend on Kantola
"World Class" Net Promoter Score
( How does this compare? )
The Best New York Harassment Training Available
Co-developed with Littler, Kantola is proud to present an engaging online experience that
combines compelling story-based video scenarios, micro-learning, thought-provoking interactive
games, exercises, legal instruction and more.
Meets or exceeds all New York City and State regulations. We go beyond
compliance to produce award-winning courses that captivate your employees and
effect real change.
We have a collaborative partnership with Littler
World's largest labor and employment practice
Distributed by the Society for Human Resource Management
World's largest HR professional society with over 300,000 members 
We cover everyone
Our interactive courses exceed all federal, New York City, and New York State
requirements and are already in use by hundreds of cities, counties, and other state
organizations.
The course is customizable so your team learns content tailored to your organization. Courses
work on your LMS or our easy-to-use, full-featured Learning Management System
which includes certificates of completion,
record-keeping and completion tracking, automated reminders, and much more.
Go beyond the obvious
Your employees and supervisors in New York will learn how to identify and
prevent different types of harassment such as Quid Pro Quo, as well as gain essential skills for
creating a harassment-free workplace, such as bystander intervention
and prevention of bullying.
Harassment training is your chance to shape the conversation about harassment within your
organization. We take that responsibility seriously.
What makes us different?
We are dedicated to giving companies the tools to reinforce their values, and to help
them create a safe and comfortable work environment for everyone. With 35 years of
developing award-winning, engaging training courses so
far, we bring experience, enthusiasm, and commitment that none of our competitors can
match.
Change Perspectives
"The harassment training is exceptional, the best I have seen. Congrats on
your content, subject matter covered and actors portrayal."
Regional Director of HR
Marriott
Hotels and Resorts
Achieve Compliance
“Kantola’s trainings were easy to implement, distribute and track.
When rolling out compliance training, nothing compares to solid content on a an
efficient platform. The help team was always responsive to keep us moving forward. Thank
you!”
HR Generalist
Ekso Bionics
Elevate Culture
"The quality is fantastic, and the content is entertaining, while still
driving home the point! We have a group of very young staff I thought may not take it
seriously, but I was excited to see it sparked some very good discussion!"
Training Coordinator
Midwest
Orthodontics
Join the thousands of organizations who depend on Kantola
Frequently asked questions
Yes! Kantola offers state-specific training for California, Connecticut,
Delaware, Illinois, Maine, New York, and Washington as well as Canada
and other locations. Our legal and subject matter experts constantly
monitor relevant federal and state bodies for changes to the law and
best practices that impact our courses.
Yes. We will provide you with SCORM, AICC, or xAPI (Tin Can) files
for
your LMS.
Absolutely. Kantola's powerful and easy-to-use LMS is available to
at no
additional charge. The LMS allows you to schedule, monitor, and
report
on your training in real-time. And it comes with the full support
and
backing of our customer success team. We're with you every step of
the
way.
Bulk discounts begin at just 100 learners, and grow quickly for
companies training hundreds, thousands, or tens of thousands of
employees. Give us a call today for a same day quote.
This will mostly depend on how quickly you can provide the
information
we need to prepare your account. Often we can have you training in 2
or
3 days.
Absolutely. Our course developers and designers will work with you
to
add to or edit the course to make it your own.
Other questions?
Contact
Us
Relevant regulations
Regulations:
NY state budget, Part KK, Subpart E, section 2, &
Stop Sexual Harassment in New York City Act (Local law 96)
Organization Size Hurdle:
Every employer (NY State); 15 or more employees (NYC)
Who Must Be Trained:
NY State: "All workers, including part-time,
seasonal, and temporary. NYC: employees who work at least 80 hours in a
calendar year and work for at least 90 days. This includes independent
contractors.
Other Notes:
Must be complete by 10/09/19 (New York State); by
12/31/19, and then every calendar year (NYC)
New York State Training shall include:
Covered by Kantola:
An explanation of sexual harassment consistent with guidance issued by the department in
consultation with the division of human rights
Examples of conduct that would constitute unlawful sexual harassment
Information concerning the federal and state statutory provisions concerning sexual harassment
and remedies available to victims of sexual harassment
Information concerning employees' rights of redress and all available forums for adjudicating
complaints
Information in such model sexual harassment prevention training program addressing conduct by
supervisors and any additional responsibilities for such supervisors
New York City Training shall include:
Covered by Kantola:
An explanation of sexual harassment as a form of unlawful discrimination under local law;
A statement that sexual harassment is also a form of unlawful discrimination under state and
federal law
A description of what sexual harassment is, using examples
Any internal complaint process available to employees through their employer to address sexual
harassment claims
The complaint process available through the commission, the division of human rights and the
United States equal employment opportunity commission, including contact information
The prohibition of retaliation, pursuant to subdivision 7 of section 8-107, and examples thereof
Information concerning bystander intervention, including but not limited to any resources that
explain how to engage in bystander intervention
The specific responsibilities of supervisory and managerial employees in the prevention of sexual
harassment and retaliation, and measures that such employees may take to appropriately address sexual
harassment complaints
|