Legal Update: Sexual Harassment Prevention Laws are on the rise and TargetCW is doing our part!

If you have been following the news, or engaging with people at all since 2017, you have heard about the #MeToo movement. But what you might not yet know, is the major impact the movement has had on the laws pertaining to sexual harassment prevention training. Several states, like New York, California, Connecticut, Maine, and Delaware are already taking measures to implement this training.  It’s expected that additional requirements will soon be enacted as well. Regardless of where your company is located or what your contingent worker needs are, TargetCW is going above and beyond to ensure compliance! Our Legal team is here to stay on top of the ever-changing requirements affecting the contingent workforce, so you don’t have to!

Because we all need fun facts for our stimulating water cooler chat, here are two interesting nuances in the current legislation.

For California, the law states that employers must provide the required training to all workers within six months of employment. However, there is a quicker timeline for some categories of workers. Specifically, it is noted that workers who are temporary, seasonal, or hired to work for less than six months must be trained within 30 calendar days of hire or within 100 hours worked, whichever occurs first.

For New York City, independent contractors must also be provided sexual harassment training if they have provided work that is in furtherance of the business for more than 90 days and more than 80 hours in a calendar year if they have not received the mandated annual training elsewhere. Starting September 2019, we will begin training for our existing workforce and newly onboarded workers.

We are striving to consistently create a work environment of mutual respect, productivity and overall happiness for all our workers and clients! We’ve got you covered!

Click here to view the Sexual Harassment Prevention State Overview. 

Click here to read more about specifications regarding Sexual Harassment Prevention Training. 

The information contained here is for informational purposes only and should not be construed as legal advice on any subject matter.  You should not act or refrain from acting on the basis of any content included here without seeking legal or other professional advice.