Sexual Harassment E-training

Every employer in New York State is required to adopt a sexual harassment prevention policy. In order to assist our Members with the implementation of this policy, we have teamed up with GTM Payroll Services to offer a discounted online sexual harassment training subscription.

This cost-saving benefit is exclusive to our Chamber Members and includes:

  • Two sexual harassment programs – one program designed for employees and one program designed for supervisory staff. (Programs are designed to deliver a different message to each of these groups).
  • Sexual harassment training in compliance with Section 201-g of the Labor Law of the State of New York.
  • Unlimited use of the program from any web browser.
  • Standard system reports indicating usage and participant training scores.

How to register for the training:

  1. Click on the REGISTER NOW button below.
  2. Fill out the employer information section on GTM Payroll Service’s website.
  3. Select the option that fits your company size based on your anticipated usage during the next 12 months.
  4. Provide credit card payment information; a receipt will be emailed to you.
  5. Read and agree to the Terms and Conditions Agreement. (This acts as your contract with GTM Payroll Services)

Once registered:

  1. You will be contacted by GTM typically within three business days.
  2. You will receive login information and instructions to provide to all employees on how to access the online trainings.
  3. You will also receive a separate login to view a report with a list of attendees that have completed the course.
  4. Direct all employees to the online portal to complete the online training.

If you have questions during the registration process, contact GTM’s training department at

GTM Pinnacle HR - Q&A for employers on required sexual harassment prevention training

  • Do I need to participate? I only have contract workers.

    Employers do not have to provide any policy to independent contractors, vendors, or consultants as such individuals are not employees of the employer. However, human rights law imposes a liability on the employer for their actions, and you are encouraged to provide the policy and the training to anyone providing services in your workplace.  So, make note of that last sentence. GTM HR Consultants warn employers to audit legal criteria to support classifying contractors and make sure they’re not actually employees.

  • Do I need to participate in this? It's just me and my wife, or me and my brother, or one other person. Who is considered an employee, and when does the training need to be completed?

    Employee is defined as all workers regardless of immigration status. Employee also includes exempt or nonexempt employees, part-time workers, seasonal workers, and temporary workers. All employees must complete the training or training that meets minimum standards by October 9, 2019, and we want you to know that employees are paid wages through the company payroll system.

  • What will happen to my business if I don't participate?

    No exact information on fines and penalties have been given by the New York State division of human rights. However, they have issued a statement that when penalties and fines are issued, they would become retro to the time of the law became effective, and that effective date was in July of 2018.  We were also told that they’re putting together a task force for this initiative. We also have the new amendments that say that the Department of Labor will ask the attorney general to prosecute cases that are found we’re training didn’t exist.

  • How often must employees receive sexual harassment training?

    Employees must be trained at least once a year. In subsequent years, this maybe based on the calendar year, anniversary of each employees start date, or any other date the employer chooses.

  • How soon do new employees need to be trained?

    As employers may be liable for the actions of employees immediately upon higher, the long urges training as soon as possible. What does as soon as possible mean? Some employers haven’t heard this as when they do the annual training, but we believe they require the training at the that you hire someone and they’re coming into do their new hire paperwork. You should take that opportunity to give them the training. Employers should also distribute the policy to employees prior to commencing work, and they should have it posted.

  • Do I need an employee handbook? I don't have a written policy and procedure.

    An employer must give out the organizations policies and procedures at the time training has occurred. The actual deadline to create written policies and procedures that included a detailed complete procedure included a required written reporting form and an anti-retaliation statement was due October 9, 2018. So, you should contact either HR consultant or a labor attorney to have an employee handbook prepared and, at a minimum, a policy and procedure that covers the requirements of this new law.

  • Is it okay for me to use the video from the Division of Human Rights or do the training myself?

    It’s perfectly okay to use the Division of Human Rights training or do training yourself, but understand that these two methods are only partially meeting the requirements. The following things must be done and included what training:

    • The training materials must be in compliance with section 201-G of 2019 labor law and its amendments in July 2019. 
    • The training must include an interactive piece so the employer can document the employee or supervisor’s comprehension of the material.
    • There must be a separate training for employees and employees with supervisory duties
    • The training material must have case studies included.
    • Forms of redress must be included specific to the location.
    • New York city employees have additional requirements. 
    • Employees in different states have different requirements.
    • Copy of the organization’s policy and procedures must be given out two employees at the time of the training.
    • All employees should have a place in the written materials where the employee can ask a question or expressed concern.