Key Elements of New York’s New Anti-Sexual Harassment Policy and Training Requirements (Part One of Two)

The #MeToo and Time’s Up movements have launched workplace sexual harassment issues to the forefront of employment law. All employers, including private fund advisers, must therefore take appropriate steps to address sexual harassment, regardless of whether they are specifically required by law. New York City and New York State officials are not waiting for private employers to act voluntarily, and in recent months both the city and state have passed laws that impose new anti-sexual harassment policy and training requirements on private employers based in New York. To help our readers understand the city and state laws and their potential impact, this two-part series analyzes the laws and their requirements and provides insight from lawyers focused on employment-related matters. This first article in the series summarizes the key elements of the new laws. The second article will offer suggestions on what fund managers should do to comply with the laws’ requirements. For more on harassment, see “What Fund Managers Need to Know About the Legislative Response to #MeToo” (May 5, 2018); and “How Investment Managers Can Prevent and Manage Claims of Harassment in the Age of #MeToo” (Dec. 14, 2017). On Wednesday, June 27, 2018, from 12:00 to 1:00 p.m. EDT, the Hedge Fund Law Report will host a webinar featuring a one-on-one conversation between Senior Reporter Robin L. Barton and Richard J. Rabin, partner at Akin Gump and head of the New York office’s labor and employment group. The program will provide a comprehensive overview of employment-related issues affecting private fund managers – including sexual harassment, pay equity and others – and discuss how private fund managers should address those issues. To register for the complimentary webinar, click here.

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