{"id":32492,"date":"2018-08-09T13:07:37","date_gmt":"2018-08-09T17:07:37","guid":{"rendered":"https:\/\/www.saratoga.com\/saratogabusinessjournal\/?p=32492"},"modified":"2018-08-10T09:41:49","modified_gmt":"2018-08-10T13:41:49","slug":"comply-because-it-is-the-law-comply-because-it-is-the-right-thing-to-do","status":"publish","type":"post","link":"https:\/\/www.saratoga.com\/saratogabusinessjournal\/2018\/08\/comply-because-it-is-the-law-comply-because-it-is-the-right-thing-to-do\/","title":{"rendered":"NYS Sexual Harassment Requirements for Employers: Don\u2019t Just Comply Because It\u2019s the Law, Comply Because it is the Right Thing To Do"},"content":{"rendered":"<figure id=\"attachment_32493\" aria-describedby=\"caption-attachment-32493\" style=\"width: 196px\" class=\"wp-caption alignleft\"><img loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-32493\" src=\"https:\/\/www.saratoga.com\/saratogabusinessjournal\/wp-content\/uploads\/sites\/48\/2018\/08\/marco-column-c-196x300.jpg\" alt=\"\" width=\"196\" height=\"300\" srcset=\"https:\/\/www.saratoga.com\/saratogabusinessjournal\/wp-content\/uploads\/sites\/48\/2018\/08\/marco-column-c-196x300.jpg 196w, https:\/\/www.saratoga.com\/saratogabusinessjournal\/wp-content\/uploads\/sites\/48\/2018\/08\/marco-column-c-668x1024.jpg 668w, https:\/\/www.saratoga.com\/saratogabusinessjournal\/wp-content\/uploads\/sites\/48\/2018\/08\/marco-column-c.jpg 720w\" sizes=\"(max-width: 196px) 100vw, 196px\" \/><figcaption id=\"caption-attachment-32493\" class=\"wp-caption-text\">Jim Marco, president, principal consultant, Saratoga Human Resources Solutions Inc. Courtesy Saratoga Human Resources Solutions Inc.<\/figcaption><\/figure>\n<p>By Jim Marco<\/p>\n<p>How does the New York state sexual harassment policy and training rules for employers change the workplace?<\/p>\n<p>Truthfully, it depends. Good companies have had policies, investigation procedures and training programs in place for decades. That\u2019s right, decades.\u00a0But the landscape has changed, so employers, even the ones with good policies and programs, should take this opportunity to re-commit to a workplace free from unlawful discrimination and harassment.<span class=\"Apple-converted-space\">\u00a0<\/span><\/p>\n<p>They should communicate clear expectations to their employees about how staff are expected to behave, how they are expected to engage and communicate with each other, and how they are expected to problem solve when an issue does arise so we are not escalating what may be a simple misunderstanding.\u00a0 Civility, mutual respect and clear communication can go a long way and truly become fundamental pillars of an outstanding workplace culture.<\/p>\n<p><!--more--><\/p>\n<p>And what about #MeToo and other similar movements that have brought this issue to the forefront, with examples such as Harvey Weinstein and more clearly criminal behavior like the Olympic gymnasts? Are men always the villains?\u00a0<span class=\"Apple-converted-space\">\u00a0<\/span><\/p>\n<p>As I read the articles and news headlines, I think about situations I have seen in my own career.\u00a0As an HR director, the first person I ever terminated for sexual harassment was a female manager, and she was actually fired for retaliation, we hadn\u2019t even started the investigation.\u00a0<span class=\"Apple-converted-space\">\u00a0<\/span><\/p>\n<p>Throughout my career, I have investigated, sanctioned, and fired both men and women.\u00a0 Fact is, if one studies the actual definition of sexual harassment, it is not defined by the gender of the person perpetrating the conduct, it is defined solely by the conduct itself.\u00a0This means that men can actually harass men, women can harass women, men can harass women and women can harass men.<\/p>\n<p>Am I trying to let men off the hook?\u00a0 Well, we got this reputation somehow, and we need to consciously engage in, even lead with behavior that makes it clear we don\u2019t want this reputation any longer.\u00a0<span class=\"Apple-converted-space\">\u00a0<\/span><\/p>\n<p>I have had a 30-year career in human resources because, in my first HR role, I had an outstanding supervisor, mentor and friend.\u00a0 This mentor was female and my career has been shaped and enriched by the many female colleagues, managers, vice presidents, leaders and CEOs that I have had the privilege to work for and with.\u00a0<span class=\"Apple-converted-space\">\u00a0<\/span><\/p>\n<p>And in respect for what my first \u201cboss\u201d did for me, I have tried to \u201cpay it forward\u201d and be a mentor for women who have chosen to pursue careers in human resources.<\/p>\n<p>Over a decade ago, my company developed a sexual harassment prevention training program that has served our clients well and that has stood the test of time.\u00a0In fact, our program not only meets, but actually exceeds the new standards that are becoming effective in New York. It has been reviewed by top labor law attorneys and received their endorsement.\u00a0<span class=\"Apple-converted-space\">\u00a0<\/span><\/p>\n<p>The interactive part of the program comes from real-life examples assembled over a 30 year career.\u00a0 If the idea of developing a training program from the ground up seems daunting, perhaps we should talk.<\/p>\n<p><i>Marco is president and principal consultant, with Saratoga Human Resources Solutions Inc.<\/i><\/p>\n","protected":false},"excerpt":{"rendered":"<p>By Jim Marco How does the New York state sexual harassment policy and training rules for employers change the workplace? Truthfully, it depends. Good companies have had policies, investigation procedures and training programs in place for decades. That\u2019s right, decades.\u00a0But the landscape has changed, so employers, even the ones with good policies and programs, should [&hellip;]<\/p>\n","protected":false},"author":196,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[45],"tags":[],"class_list":["post-32492","post","type-post","status-publish","format-standard","hentry","category-workplace-security-legal"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\r\n<title>NYS Sexual Harassment Requirements for Employers: Don\u2019t Just Comply Because It\u2019s the Law, Comply Because it is the Right Thing To Do - Saratoga Business Journal<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.saratoga.com\/saratogabusinessjournal\/2018\/08\/comply-because-it-is-the-law-comply-because-it-is-the-right-thing-to-do\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"NYS Sexual Harassment Requirements for Employers: Don\u2019t Just Comply Because It\u2019s the Law, Comply Because it is the Right Thing To Do - Saratoga Business Journal\" \/>\r\n<meta property=\"og:description\" content=\"By Jim Marco How does the New York state sexual harassment policy and training rules for employers change the workplace? 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