New York City and New York State each recently passed laws that impose new anti-sexual harassment policy and training requirements on private employers. In complying with these laws, New York-based private fund advisers should review and modify their anti-sexual harassment policies to conform with the standards set forth in the new city and state laws; train all of their employees on sexual harassment prevention at least once a year; and take care when entering into separation and settlement agreements with current or former employees with regard to nondisclosure and mandatory arbitration provisions. To assist our readers in understanding the city and state laws and their potential impact, this two-part series analyzes the laws and their requirements and provides commentary from lawyers focused on employment-related matters. This second article in the series offers suggestions on what fund managers should do to comply with the laws’ requirements. The first article explored the key elements of the new laws. For additional commentary on employment issues, see “Evaluating Pay Equality: Steps Investment Managers Should Consider to Avoid Running Afoul of Equal Pay Laws” (Nov. 30, 2017); “Four Steps NYC-Based Fund Managers Should Take in Light of Newly Enacted Law Prohibiting Compensation History Queries When Interviewing Prospective Employees” (May 11, 2017); and “Best Practices for Fund Managers to Mitigate Litigation and Regulatory Risk Before Terminating Employees” (Feb. 9, 2017).