What is the statutory basis in the Labor Law that requires New York employers to provide annual sexual harassment prevention training?
A. Section 201-g
B. Section 190
C. Section 240
D. Section 27-a
Source: N.Y. Labor Law Section 201-g
Within how long after the harassment must a complaint be filed with the New York State Division of Human Rights (DHR)?
A. Within three years of the harassment
B. Within 30 days of the harassment
C. Within six months of the harassment
D. There is no time limit at all to file with DHR
Source: NYS Model Policy, "New York State Division of Human Rights"
Under New York law, must harassing conduct be severe or pervasive to be illegal?
A. No, it only needs to rise above petty slights or trivial inconveniences
B. Yes, New York uses the same severe-or-pervasive standard as federal law
C. Yes, but only for claims involving a supervisor
D. No, any single unwelcome comment is automatically a violation regardless of context
Source: NYS Model Policy, "What Is Sexual Harassment?"
From whose standpoint does New York law judge whether conduct is a petty slight or a trivial inconvenience versus unlawful harassment?
A. A reasonable victim of discrimination with the same protected characteristics
B. The accused employee, based on what they intended
C. A generic reasonable person with no reference to the situation
D. Company management, based on whether the conduct disrupted business operations
Source: NYS Model Policy, "What Is Sexual Harassment?"
An employee makes an offensive joke about a coworker's gender identity and later says they were "just joking" and meant no harm. Under the Model Policy, does that intent excuse the conduct?
A. No, the intent behind the behavior does not neutralize a harassment claim; the impact on the person matters
B. Yes, a stated joking intent is a complete defense to any harassment claim
C. Yes, but only if the coworker laughed at the time
D. No, but only if the joke was made in front of a supervisor
Source: NYS Model Policy, "What Is Sexual Harassment?"
