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
14,826 organizations
have depended on Kantola in the past 6 years
"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 organizations tools to reinforce their values, and to help them create safe and comfortable work environments 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.
We believe quality matters
big-budget. story-based. captivating.
"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
We make good ideas stick
interactive. relevant. modular.
"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
We have your back
easy to use. responsive. compliant.
“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
Join the thousands of organizations who depend on Kantola
Frequently asked questions
Yes, including California, Connecticut, Delaware, and Maine. 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 use 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.
Simplified eLearning provides video content followed by a 10-question quiz. Interactive eLearning is more engaging, with learner interactivities and question and answers throughout.
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
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