Many businesses handle HR internally with 54% of small businesses dealing with employment processes. If you’re doing it alone, you’re likely wasting time that could go toward core business activities that help your company grow. Find out how all companies, even small startups, can benefit from using HR consultants.
The average time to fill a position is 36 days with screening taking an average of seven days, interviews taking eight days, and making a hiring decision taking an average of five days, according to the Society for Human Resource Management. HR consultants can help you refine your recruitment process to make it more efficient. They can help you attract more candidates, handle applicant tracking, improve interviewing, and other recruitment activities.
They can help you explore various recruitment methods, such as using internships. According to Zenbusiness, hiring interns gives you a chance to train potential full-time employees while testing them out to see if they’re a good fit for the company.
Amplify Employee Performance
HR consultants can evaluate your overall employee management practices to identify issues and suggest improvements. Many options can improve productivity and employee performance. Examples include:
Time tracking and attendance
Mentoring and coaching
Focus on Retention
High employee retention saves you money and keeps productivity high. Calculating your retention rate gives you a baseline, so you can determine if employee turnover is an issue. An HR consultant can help you evaluate your rate and give you strategies for improving it.
Employment law includes lots of regulations that you must follow to stay compliant. For example, employers are required to display certain workplace posters regarding specific regulations, such as the minimum wage and the Family and Medical Leave Act. Specific requirements can vary based on the size, industry, and other factors of your business. You also face compliance issues for payroll. Hiring Burr Consulting makes it easier to understand those requirements so you can stay in compliance.
Training ensures your employees have the skills and knowledge to perform well. HR consultants can provide tailored training programs that fit your company’s needs. Outsourcing your training planning saves you significant time and ensures the training is valuable with the right topics. The training can cover workplace basics that everyone needs, such as workplace violence and harassment, or specific topics, such as managerial training.
Help With Benefits
Creating a competitive benefits package is crucial for attracting and keeping talent. Designing your benefits program can be difficult, especially if you have a tight budget. It can be difficult to know which benefits offer the most value and appeal to employees. An HR consultant can help you maximize your benefits budget and choose the perks that your employees really want.
Get a Fresh Perspective
If you’re not an HR professional, you might not know the best practices. It’s difficult to stay current on HR trends when you’re dealing with other aspects of running your business. Using a professional HR service gives you instant access to expertise, which can give you a different perspective and fresh ideas.
Consider HR Consultants
Using an HR consultant can streamline and improve all of your employment tasks and free up your time. Explore the HR services from Burr Consulting, LLC.
There are a variety of upcoming poster changes in states and Washington DC. Minimum wage increases and new laws are expected to bring a mandatory poster change to more than 20 states in early 2022.
Many changes take effect on January 1, 2022, with New York minimum wage increase and posting updates taking effect on December 31, 2022. New Jersey’s misclassification law takes effect on February 1, 2022.
Expected posting changes are based on regulatory changes or laws that were passed in 2021. Updates are expected in 2022, but mandatory changes can occur at any time.
Federal Contractor Labor Poster Changes:
Federal contractor minimum wage will increase to $11.25 per hour on January 1, 2022. Employers covered by the executive order will need to display updated minimum wage rates.
Do not forget any COVID related postings through state and local guidelines as well. Signing up for a poster service will provide updates as required under state and federal law. During all compliance audits I have found mistakes with postings. I’m happy to work with any organization on posting requirements.
On Sept. 22, 2021, the New York State Division of the Budget issued its report on the minimum wage rates scheduled to take effect on Dec. 31, 2021. Nassau, Suffolk, and Westchester counties will now join New York City and large fast-food companies with a minimum wage of $15.00 per hour, which is an increase from the current rate of $14.00 per hour. For companies upstate (outside of fast food), the minimum wage will increase to $13.20, which is an increase from $12.50 per hour.
The minimum wage rise to $15 in Nassau, Suffolk, and Westchester counties in 2022, joining New York City and large fast-food firms statewide (see Table 1 link below) and,
The Upstate minimum wage rise annually by the sum of the annual growth rates for the Consumer Price Index for all Urban Wage Earners and Clerical Workers and labor productivity, as defined by real output per hour of all persons in the nonfarm business sector, where annual growth is measured for the period ending in June of the prior calendar year. This rule implies a minimum wage of $13.20 for the Upstate area for the 2022 calendar year.
Minimum Wage for Fast Food Employees The minimum wage for fast food employees working outside of New York City will increase to $14.50 per hour. The final scheduled increase to $15.00 per hour will take effect on July 1, 2021.
Now is the opportunity to review payrates and job descriptions. Is the position truly an exempt executive or administrative position? Ensure that job duties align with requirements under the Fair Labor Standards Act. I am happy to work with any organization to determine exempt vs. non-exempt duties and responsibilities. Continue to monitor for any significant changes at the federal level in 2021-2022 as well, minimum wage has not been increased federally since July 2009.
Tis the season for Halloween decorations, office parties and costumes. Holiday parties can be a great opportunity for employee engagement, communication, team building and simply having fun with coworkers. There is tremendous benefits to gatherings such as this in the workplace. However, we should recognize when decorations, parties or costumes go awry, we will need to address these concerns. Not all employees want to participate in decorating the office, participate in the office party or wear a costume to work (me included). Leaders need to recognize that workplace rules and dress code policies still exist, while maintaining workplace professionalism (yes, I am that guy)!
Below are my 4 thoughts on Halloween pitfalls:
Manger and Supervisor Training: “Some employees may be offended or even afraid to celebrate something they associate with evil, and supervisors need to be sensitive to that…Any parties, department decorations or costume contests should be clearly presented as voluntary, and equal support should be given to those who don’t participate and those who do.”[i]
What Dress Code: “People magazine and Amazon have identified some popular 2018 Halloween costumes that raise red flags:
An inflatable, giant “poop” emoji.
A Bill Cosby costume that depicts the comedian hauling away an unconscious woman.
Costumes that depict celebrities who’ve recently died from overdoses or committed suicide.
A President Donald Trump costume, complete with a garish, comb-over wig.
Sexy costumes inspired by the dramatic series “The Handmaid’s Tale,” which explores themes of women in subjugation.”[ii]
Halloween parties, costume events and even athletic jersey days allow employees to depart from the normal dress code, we normally expect at work. However, the dress code policy still needs to be enforced. Advice from SHRM, is a simple metric, employees should be covered from shoulders to knees. Organizations should give examples of appropriate and inappropriate costumes, jersey’s or other dress down days to ensure adherence to the dress code and to proactively avoid any future pitfalls. What if an employee violates the policy? Simple, send them home to change or ask them to cover the inappropriate attire. Coach and council or discipline as needed. Set the example and hold folks accountable.
3. Halloween Decorations: “Generally speaking, I would not advise companies to decorate,” Wilson said. “If employees want to put a small pumpkin on their desk, that can be a personal decision, but perhaps send an e-mail advising all employees that any gruesome or graphic or otherwise distracting decor is not allowed… witches, demons and goblins can be unprofessional and potentially offensive to co-workers and customers.”[iii]
4. Is this Mandatory: The organization should make clear, that participation in any Halloween festivities; decorating, party or costumes will be voluntary, and no one will be forced to participate.
Seasonal parties can be a great event for team building, communication and having fun as an organization. As leaders, we still need to enforce rules and ensure there are no issues related to inappropriate decorations, dress code violating costumes and/or mandatory parties. Communicate expectations and hold everyone accountable. The tone is always set at the top.
I have conducted many HR compliance audits over the past years and labor and employment law postings continue to be an audit issue for many organizations. The posting requirements continue to be an evolving area for any organization to keep up with. I encourage all organizations to review postings annually, if not semi-annually. If you are unclear what to look for, seek guidance, this is an area that can be a problem for organizations of all sizes.
Examples of Current Requirements:
The Family and Medical Leave Act (FMLA) notice is required to be displayed by covered businesses with 50 or more employees and by all public agencies regardless of the number of employees.
The “Equal Employment Opportunity is the Law” poster is required for federal contractors as well as employers with 15 or more workers.
Transportation industry employers in New York State need to display the Commercial Goods Transportation Industry Fair Play Act posting.
Employers must display required federal posters in a conspicuous place, and face penalties for noncompliance:
The penalty for violating the Occupational Safety and Health Administration (OSHA) posting requirement could reach $13,260;
An employer violating any provision of the Employee Polygraph Protection Act of 1988, including the posting requirement, faces a fine of up to $21,039;
Covered employers who do not post a notice of anti-discrimination rights (“Equal Employment Opportunity is the Law”) face a fine of $559; and
• Employers covered by the Family and Medical Leave Act (FMLA) who willfully refuse to display the notice could be fined $173.
New York State Voting Leave Rights (Modified from 2019 Posting)
New York State Voting Leave Rights Section 3-110 of the New York State Election Law, which relates to providing employees in New York State time off to vote, was recently amended effective April 3, 2020.
New York Paid Sick Leave (Watch for Updates from the State)
Below is the New York City Example:
Under New York City’s Earned Safe and Sick Time Act (Paid Safe and Sick Leave Law), certain employees have a right to safe and sick leave. Employees who work for employers who must provide safe and sick leave must receive a written notice from their employer when they begin employment or by June 4, 2018, whichever is later. You have a right to be given a notice in English and, if available on the DCA website, your primary language.
Under OSHA’s recordkeeping regulation, certain covered employers are required to prepare and maintain records of serious occupational injuries and illnesses using the OSHA 300 Log. This information is important for employers, workers, and OSHA in evaluating the safety of a workplace, understanding industry hazards, and implementing worker protections to reduce and eliminate hazards.
However, there are two classes of employers that are partially exempt from routinely keeping injury and illness records. First, employers with ten or fewer employees at all times during the previous calendar year are exempt from routinely keeping OSHA injury and illness records. OSHA’s revised recordkeeping regulation maintains this exemption.
Second, establishments in certain low-hazard industries are also partially exempt from routinely keeping OSHA injury and illness records. Due to changes in OSHA’s recordkeeping requirements that went into effect Jan. 1, 2015, certain previously exempt industries are now covered. See the lists of both exempt and newly covered industries for details. The previous list of partially exempt industries was based on the old Standard Industrial Classification (SIC) system and injury and illness data from the Bureau of Labor Statistics (BLS) from 1996, 1997, and 1998. The new list of partially exempt industries in the updated rule (link) is based on the North American Industry Classification System (NAICS) and injury and illness data from the Bureau of Labor Statistics (BLS) from 2007, 2008, and 2009.
New York Minimum Wage poster has been updated to reflect an increase to the minimum wage for tipped workers. The tip credit for employees under the Miscellaneous Industries Wage Order was reduced by 50% on June 30, 2020 and will be eliminated entirely on December 31, 2020. This posting appears on the New York Combination Poster. This is a mandatory change.
Nevada Minimum Wage poster has been updated to reflect the minimum wage effective July 1, 2020. The minimum wage increased from $7.25 per hour to $8.00 per hour for employees to whom qualifying health benefits are offered or made available. The minimum wage will increase from $8.25 per hour to $9.00 per hour for all other employees. This posting appears on the Nevada Combination Poster. This is a mandatory change.
Old Labor Law Poster Suggestions
A recent Society of Human Resources Article (SHRM) recommends, “old employment law posters should be saved to help prove past compliance, even though retaining old posters isn’t required…employers also should take pictures of old posters with time-and-date stamps to have a physical record that they were displayed…save them for the applicable time employees have under the statute of limitations.”[i] The suggestion is based on any potential employee litigation, the plaintiff’s attorney could claim an older poster was not displayed, “and that the statute of limitations should be suspended, permitting older claims to be filed.”[ii] Ensure these posters are displayed and visible for employees, in break rooms or where employees clock in. One poster is not always sufficient. Certain posters need to be displayed for applicants as well.
“The current penalties for first offenses in failing to display federal posters are:
$12,675 for failure to display the Occupational Safety and Health Administration poster.
$534 for failure to post the Equal Employment Opportunity poster.
$166 for failure to display the Family and Medical Leave Act poster.”[iii]
The article also recommends updating the posters or reviewing annually. Last year, we did see changes in August in multiple federal sections. Reviewing more than once per year is a proactive approach for any organization, companies do offer a monthly service to send your organization updated posters anytime changes are made federally and/or state specific regulation. The risk is not worth a potential $12,000 fine. Ensure your organization is compliant with up-to-date labor and employment law posters. If you have questions, ask for assistance.
A law that many of us are familiar with, The Age Discrimination in Employment Act of 1967. “The Age Discrimination in Employment Act of 1967 (ADEA) protects workers age 40 and over by prohibiting discrimination against workers 40 and over in any employment or employment-related decision. The Act applies to most employers with 20 or more employees…One of the main provisions of the ADEA is that employers, with very few exceptions, can no longer force an employee to retire. Voluntary retirements are allowed; however, very specific conditions must be met in order to avoid violation of the Act…. Penalties for non-compliance: Employees may be awarded back pay, reinstatement, retroactive seniority, and attorney’s fees. Liquidated damages equal to the amount of back pay may be awarded if the violation is willful.” (SHRM Article) In the event we have layoffs or terminations, organizations need to ensure they check the following boxes with a severance package or any exit process in the organization with protected workers under the ADEA.
“be written in a manner calculated to be understood by the average worker;
Specifically refer to rights or claims arising under the ADEA,
Not include a waiver of rights or claims that may arise after the date of execution of the waiver;
Be made in exchange for consideration beyond anything to which the individual already was entitled;
Contain a written statement advising the individual to consult with an attorney prior to executing the agreement; and
Provide the individual with at least 21 days within which to consider the agreement (or 45 days where the waiver is part of an exit incentive or other employment termination program offered to a group of employees) and with another seven days after the execution of the agreement to revoke the agreement.”[i]
The waiver agreement that meets these requirements is enforceable, only after the revoke period has expired. The ADEA is enforced by the EEOC, with slight differences in regulations, then we see with Title VII. Remember, this is a federal law, there are protections against age discrimination at the state and even local levels as well, be aware of the law and potential changes in legislation.
“It shall be unlawful for an employer-
(1) to fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s age;
(2) to limit, segregate, or classify his employees in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s age; or
(3) to reduce the wage rate of any employee in order to comply with this chapter.
(b) It shall be unlawful for an employment agency to fail or refuse to refer for employment, or otherwise to discriminate against, any individual because of such individual’s age, or to classify or refer for employment any individual on the basis of such individual’s age.”[ii]
Title VII & ADEA Comparisons (not an all-encompassing list):
Additional Expansions to New York’s Workplace Laws and Regulations:
“The new laws contain the following additional provisions that New York employers should note:
All employers will now be subject to the state’s anti-discrimination law, regardless of size.
Nonemployees, such as independent contractors, will also be entitled to anti-discrimination protections. The laws also protect domestic household workers from all forms of harassment.
Employees who win state-law discrimination, harassment or retaliation claims will be able to recover uncapped punitive damages and will automatically be awarded their attorney fees.
The limitations period to file sexual harassment claims with the New York State Division of Human Rights will increase to three years from one year.
Employers will be required to distribute additional notices and other materials to new and existing employees about sexual-harassment prevention (in English and the employee’s primary language), including a copy of any information presented at the employer’s annual sexual-harassment-prevention training sessions.
The laws also bar contractual clauses that require mandatory arbitration for harassment and discrimination claims. However, federal law will likely pre-empt this change.”[i]
When all employees work remotely, the Department of Labor (DOL) says a business can use electronic postings to satisfy posting requirements. Essentially, they are required if everyone is remote. The DOL also notes that, for electronic posters to be compliant, employees need to have readily available access to them. In addition, workers need to usually get information electronically.
Some of our employees are remote and others are in the office. Do we need electronic posters?
The DOL encourages the use of electronic posters in this situation but doesn’t require them. It’s certainly a best practice to make them available, as they’re a great way to show that you’re providing workers with information about their rights. In addition, they might be required under a state law. At the office, you’ll need to display paper posters
Which electronic posters do we need?
All employees need access to federal postings. They also need access to state and local postings that relate to where they are working, so if they work from home they need to have access to posters for the state (and maybe the city) they live in.
Our employees work at a customer’s location. Do they need electronic posters?
If employees have access to the paper posters at the customer’s location, that should satisfy your posting obligations. You’ll want to make sure the posters are up-to-date and that all required postings are displayed. If the customer’s posters are in an area your employees can’t access, work with the customer to see if you can put up a set of posters in a place where they’re visible to your employees.
How quickly do employees need to receive their electronic posters?
There is no specific time frame or grace period for providing electronic posters to remote employees. If all workers are remote, it’s best to make the effort to provide them as soon as possible and document your efforts. When some workers are remote, and electronic posters aren’t required, it’s still a good idea to provide access as soon as you can. This shows a good faith effort to make all employees aware of their rights. (JJ Keller)
As many of our organizations have been implementing and utilizing remote worker options, we cannot forget the requirements for labor and employment law posters. Local, State and Federal laws have different requirements and definitions for remote workers.
Broad Definition of Remote Workers: · Works at home · Does not report to a physical job site · Is an employee
Other Considerations: · Independent Contractors: Organization is not required · Digital Nomads: Organization is not required · Gig Workers: Depends on payrolling of the individual · Temporary Workers: Depends on payrolling · Workers on site at customer’s office: If the customer’s office has posters, more than likely no, but you do want to work with the customer to ensure compliance. General Posting Requirements: · Visible · Conspicuous Location · Readable · Not Defaced · Post Where Employees Report to Work Each Day Remote Workers with Internet Access: · Internal website link · Conspicuously Displayed: Ensure it is easy to find on your intranet portal and not buried in folders. · Ensure workers are aware of how to access · Make remote workers aware of their rights · Can send them their own set of posters · Electronic posters = best practice · Still need paper posters at main office and other locations
EEOC: In most cases, electronic posting supplements physical posting but does not itself fulfill the employer’s basic obligation to physically post the required information in its workplaces. The majority of the agencies, laws and regulations were written prior to the remote work became a popular model for organizations to implement. However, there are a few federal and state laws that have implemented electronic posting language.
· USERRA Notice: May be posted or distributed in other ways. · FMLA Notice: May be distributed electronically if all other requirements are met. · EEOC: employers are encouraged to post the electronic notice on their internal websites in a conspicuous location · Colorado Paid Leave, Whistleblowing & PPE: Provide through electronic communication, or conspicuous posting in the web-based platform · FFCRA: An employer may also directly mail the required notice to any employees who are not able to access information at the worksite, through email, or online.
Other Considerations: · Traveling Workforce: Cleaning Crews, Landscapers, etc. · Create Binders of PDF postings or work with your poster provider These are a few thoughts on the evolving labor and employment law posting requirements throughout the country. There are a number of changes expected at the end of 2021 and early 2022. Ensure you are monitoring for changes to Paid Sick Leave posting requirements in New York State. I am happy to work with any organization to ensure you are compliant with posters, remote worker options, intranet options and creating PDF binders for work vehicles. We can design a process that will ensure legal compliance. I do suggest semiannual audits to all posters throughout the workplace.
NY Department of Labor published the model workplace airborne infectious exposure prevention standards, a general airborne infectious disease exposure prevention standard, and several template prevention plans for the following areas/industries: Agriculture, Construction, Delivery Services, Domestic Workers, Emergency Response, Food Services, Manufacturing and Industries, Personal Services, Private Education, Private Transportation, and Retail.
Exposure Prevention Plan During an Airborne Infectious Disease Outbreak
When a highly contagious communicable disease is designated by the Commissioner of Health as presenting a serious risk of harm to the public health, employers must:
Immediately review their exposure prevention plans and update the plans, if necessary, to ensure that they incorporate current information, guidance, and mandatory requirements issued by federal, state, or local governments related to the infectious agent of concern;
Finalize and promptly activate the worksite exposure prevention plan;
Provide a verbal review of the employer’s safety policies, employees’ rights under the HERO Act, and the written exposure prevention plan (which can be conducted via audio or video conference technology);
Provide each employee with a copy of the exposure prevention plan in English or in the language identified as the primary language of such employees, if the NYSDOL makes a translation available;
Post a copy of the exposure prevention plan in a visible and prominent location at the worksite; and
Ensure that a copy of the exposure prevention plan is accessible to employees during all work shifts.
While the airborne infectious disease designation remains in effect, the General Standard states that employers must ensure that their exposure prevention plans are effectively followed by:
Assigning enforcement responsibilities and ensuring that adequate enforcement of the exposure prevention plan takes place;
Monitoring and maintaining exposure controls (as defined below); and
Regularly checking for updated information and guidance provided by the NYSDOH and the CDC concerning the airborne infectious disease and updating the exposure prevention plan, when necessary, so that the plan reflects current NYSDOH and CDC recommended control measures. (National Review)
As a reminder on, October 9, 2019 is the date set by New York State for all employers to have the mandatory sexual harassment training completed for all employees (including governmental employees), interns, etc. This is an annual training requirement. The annual refresher training will soon be upon us. The state has broadened the laws regarding filing a claim of sexual harassment, making it easier for claims to be filed against an employer.
Sexual Harassment Policy Updates with recent legislation changes:
Eliminate the language “severe and pervasive”
Modify Division of Human Rights claim from 1-year to 3-years
Policy, handbook, PPT slides and any training material should be updated to reflect these changes
Communicate these changes as part of the annual training, with examples
Update slides with new legislative changes
Train new hires as soon as possible (as outlined by the state, watch NYC requirements)
I recommend training Board of Directors (even if its policy related) and volunteer groups
New York State Recommended Posting:
This is not mandated but recommended. I recommend utilizing the posting and posting a copy of the sexual harassment policy near labor and employment law posters.
New York City has posting requirements
New York State Sexual Harassment Website:
No updates have been made to the state website, I will update in upcoming articles with any policy or training slides that the state updates.
I am happy to work with any organization to establish the Sexual Harassment policy, update a policy, train the workforce (managers and supervisors should be trained separately), design training material and/or work on the posting material.
Posting & Communication Material
Sexual Harassment Quiz (I utilize one with 10-questions, requiring the trainer and employee to signoff)
Annual Notice (Available through state website or me)
Supervisor & Managers should be in a separate training
Monitor for changes in NYC & any specific state requirements (California, Illinois, etc. have differing requirements than New York State.)
Original Publication 4/29/2019:
As all of us are aware, on October 1, 2018, New York State released final guidance on the state’s new sexual harassment prevention laws and regulations. The new legislation requires all employers in New York State to publish policies concerning sexual harassment, adopt a sexual harassment complaint form, and conduct sexual harassment training. The state also recommends a posting as part of the policy and complaint procedure. The advice I provide to all of my clients is, to utilize the state recommended posting and post the policy and complaint form near the labor posters as well. New York City requires employers to have a posting in the workplace, with differing requirements then the state regarding training, policy, etc.
Legal Requirements in New York State:
New York State Claim Filing (1-year to file with the NYS Department of Human Rights & 3-years to file in NYS Supreme Court)
Damages & Remedies (Back Pay, Front Page, Compensatory Damages, Interest on Back Pay & Attorney’s Fees)
Not Training Employees (Civil Fine up to $100,000.00, Litigation Penalty, Order to Comply, Contempt of Court & Stop Work Order)
First Round of Training done by 10/9/2019
New Hires after 10/9/2019 (as quickly as possible)
Examples and explanations are imperative in the training, remember to engage the workforce
Training Recommendations (Board of Directors & Volunteers)
Training Considerations (Sign-in/Sign-Out Sheet, Training Materials, Video of Training, Certificate of Completion)
Interactive (Web-based questions at the end of section, answers to questions, option to submit a question online and receive an answer, questions throughout a live training, feedback survey for employees to turn in after they have completed the training, roleplaying, open discussion, scenarios, open activities, small group activities, etc.)
These are just a few of the legal requirements as outlined by New York State and the Department of Human Rights. All employers should be committed to training employees, managers, board of directors and volunteers annually. There is no justification not to train, as it is required under the new law. A quick policy review training, will not suffice the requirements as outlined by New York State and the Department of Human Rights. This is not a complex training and can be completed in 2-hours, or less. The majority of my trainings last between 2 and 2.5 hours. Great discussions in a small group setting, with interactive case discussions.
Below are Training Reminders:
An explanation of sexual harassment and specific examples of inappropriate conduct that would constitute unlawful sexual harassment.
Detailed information concerning federal, state and local laws and the remedies available to victims of harassment.
A review of any additional local policies, employer’s standards and organizational practices.
Detail regarding any internal process that employees are encouraged to use to complain, and the contact information with specific names and offices with which employees should file their complaints.
A review of supervisor and managers responsibilities in addressing this form of employee misconduct. (as needed in supervisor/management sessions)
An explanation of employees’ external rights of redress and the available administrative and judicial forums for bringing complaints.
A review of the employer complaint form.
Employer procedure for the timely and confidential investigation of complaints that ensures due process for all parties.
Retaliation against individuals who complain of sexual harassment or who testify or assist in any investigation or proceeding involving sexual harassment is unlawful.
Quiz design and use to end the session. (discussion cases throughout)
Question and answer session with feedback
All other requirements as outlined under federal and state law
Any and all over legally required information by New York State, NYC or local legislation
The tools and resources that were released on October 1 include:
Updated website with resources for employers, employees, state contractors and targets of sexual harassment
Updated model sexual harassment prevention policy
Updated model sexual harassment complaint form
Updated model training (script book and PowerPoint presentation)
Updated minimum standards for sexual harassment prevention policies and trainings
Toolkits for employers and employees and a sexual harassment prevention policy poster are also being made available.
New York: NYC Mandates Annual Anti-Harassment Training (4/1/19)[i]
“The Stop Sexual Harassment in NYC Act requires New York City employers with 15 or more employees to provide annual interactive training to prevent sexual harassment for all employees, including interns and supervisory and managerial employees.
Such training is also required for new employees within 90 days of hire (however, an employee who has received sexual-harassment training at one employer within the required training cycle does not need to receive additional training at another employer until the next cycle).
The act defines “interactive training” as “participatory teaching whereby the trainee is engaged in a trainer-trainee interaction, use of audio-visuals, computer or online training program or other participatory forms of training as determined by the commission.””[ii]
The Equal Employment Opportunity Commission (EEOC) is the federal agency that can and will investigate sexual harassment allegations, along with other discriminatory allegations made against an organization, supervisors, managers or employees. An individual can file a complaint with the EEOC anytime within 300 days from the alleged sexual harassment or discriminatory allegation, as defined by the federal law. As outlined in the NYS Sexual Harassment training slides, the individual does not need an attorney to file and the individual must file the complaint with the EEOC prior to filing in federal court. What does the EEOC look for in a sexual harassment allegation against an organization or the employees in the organization? How have they defined severe and pervasive? Can this change? Yes, and it can change quick during the #MeToo environment.
Convincing a fact-finder:
Severe or Pervasive: enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
Unwelcomed: individual has to prove to the fact-finder the conduct was unwarranted and unwelcome.
Rendered the plaintiff’s working environment both objectively and subjectively hostile/abusive.
Courts Defining Severe or Pervasive:
The level of offensiveness of the unwelcomed speech or conduct.
The frequency of occurrence of such conduct or speech.
Length of time over which the alleged harassment occurred.
The context in which the challenged conduct occurred.
A complaint alleging violation of the Human Rights Law may be filed either with DHR or in NYS Supreme Court. Complaints may be filed with DHR any time within one year of the alleged sexual harassment, no attorney needed to file. Filing in the NYS Supreme Court can occur any time within three years.
“Although the Human Rights Law applies generally to employers with four or more employees, the sexual harassment provisions apply to ALL employers in New York State, regardless of the number of employees. Sexual Harassment in the Workplace Sexually harassing conduct can consist of unwanted verbal or physical sexual advances, sexually explicit statements, or discriminatory remarks that are offensive or objectionable to the recipient.
Requests for sexual favors, which may be accompanied by implied or overt threats concerning one’s job performance evaluation or promotion.
Subtle or obvious pressure for unwelcome sexual activities.
Verbal harassment or abuse in the form of a pattern of sexual comments or questions.
Unnecessary or inappropriate physical contact.
Displays of lewd photographs or drawings.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute unlawful sexual harassment when:
Submission to such conduct is made (either explicitly or implicitly) a term or condition of employment;
Submission to, or rejection, of such conduct is used as a basis for decisions affecting one’s employment; or
Such conduct has the purpose or effect of interfering with an individual’s work performance, or creating an intimidating, hostile or offensive working environment.”[i]
A bill has been introduced in the NYS Legislature that would add language to the Human Rights Law which includes; “Harassment is not limited only to those actions that are severe or pervasive.” The law currently reads, “Harassment includes the types of actions that have been found by the courts to create a hostile environment or a tangible job detriment. Such actions are an unlawful discriminatory practice when they result in a person or persons being treated not as well as others because of a protected characteristic. Harassment does not include what a reasonable person with the same protected characteristic would consider petty slights or trivial inconveniences.” A broad expansion to the law has the potential of expanding what harassment and sexual harassment how the state and court system define workplace harassment. Continue to monitor for any changes and updates to this legislation, it will impact all organizations throughout the state.
*This can include retaliation on other protected categories under Title VII
California Sexual Harassment Laws
“California Code of Civil Procedure Section 1001 prohibits public and private employers of any size from settling lawsuits and administrative claims using agreements that prevent the disclosure of factual information regarding:
Workplace harassment or discrimination based on sex.
The failure to prevent acts of workplace harassment or sex discrimination.
Retaliation against workers who report sexual harassment or sex discrimination.
Section 1001 was enacted to eliminate secret settlements that historically silenced survivors of harassment and assault and kept them from revealing the details of sexual-harassment cases.”[iv]
2020 vs. 2019 HSA Contribution Limits
Contribution and Out-of-Pocket Limits
HSA contribution limit(employer + employee)
Self-only: $3,550 Family: $7,100
Self-only: $3,500 Family: $7,000
Self-only: +$50 Family: +$100
HSA catch-up contributions (age 55 or older)
HDHP minimum deductibles
Self-only: $1,400 Family: $2,800
Self-only: $1,350 Family: $2,700
Self-only: +$50 Family: +100
HDHP maximum out-of-pocket amounts (deductibles, co-payments and other amounts, but not premiums)
NYS Worker’s Compensation Board Updates to Disability Benefits Claim Forms 5/28/19
“The New York State Workers’ Compensation Board (WCB) has made updates to forms that are used for disability benefits claims. Two disability benefits claim forms have been updated to streamline the process of reviewing a total or partial payer rejection of a disability benefits claim, while two other disability benefits forms have been made obsolete. In addition, the mailing address of the Board’s Disability Benefits Bureau has changed.
Notice and Proof of Claim for Disability Benefits (Form DB-450)
The Notice and Proof of Claim for Disability Benefits (Form DB-450) has been updated to collect additional clarifying information regarding eligibility and collection of other benefits (e.g., workers’ compensation, unemployment insurance, etc.) that impact eligibility for disability benefits.
Part A must be completed by the claimant, and Part B must be completed by the claimant’s health care provider prior to submission. The form may be submitted to either the claimant’s employer or payer but must be submitted within 30 days of the first day of work missed due to disability.
Claimants may visit Forms or contact their employer or payer to obtain this form. Use of version 5/19 of the form will be effective June 1, 2019. Version 9/17 of the form will continue to be accepted through September 30, 2019.
Notice of Total or Partial Rejection of Claim for Disability Benefits (Form DB-451)
The Notice of Total or Partial Rejection of Claim for Disability Benefits (Form DB-451) has been updated to provide a more comprehensive list of rejection reasons and provide clearer instructions on how the form and different rejection reasons should be used.”[vi]