NY Labor Law § 201-g · online awareness course

Receive a sexual harassment report, without minimizing it or promising what you cannot keep.

An AI-simulated employee comes to you about comments, messages or pressure they experienced or witnessed. They hesitate, ask for secrecy, fear retaliation. A coach analyzes every line against New York law and the State model policy.

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About 1 h 10 online (estimate)Verifiable completion recordUnofficial awareness course

What this course is, and what it is not

Unofficial awareness training, 100% online. Epimoni certifies only that the program was completed: this is not a certification, and we do not claim that this course meets any official or legal requirement.

  • An unofficial, online-only awareness course from Epimoni. Not a certification, not legal advice, and not help with a real case.
  • It does not by itself make your annual training meet Labor Law § 201-g. Your company must review it against the six State minimum standards (and, in New York City with 15 or more employees, the elements of Administrative Code § 8-107(30)), as the State asks of any third-party training.
  • It does not include your company’s own policy, complaint form and internal complaint process, which the training must present, nor the written notice the law requires at hiring and at each annual training, in English and the employee’s primary language.
  • No live trainer answers learners’ questions. The State does not require one, but your company decides whether the format fits its workforce, including accessibility and languages.
  • Free official alternatives: New York State’s model training (video, slide deck, script and answer sheet) and the NYC Commission on Human Rights’ free online training, both linked in the sources.

Notice specific to this course: This unofficial online awareness course draws on New York Labor Law § 201-g, the New York State Human Rights Law and the State model sexual harassment prevention policy; it is not legal advice and does not guarantee that your training meets the State minimum standards (or New York City’s, for employers with 15 or more employees). Your company alone must check that it does, and remains responsible for its own policy, complaint form, written notices and training records; New York State publishes a free model training. Epimoni Formations Terms of Use

What must a New York supervisor do when an employee reports sexual harassment?

Listen and gather the facts without judging, protect the person without penalizing them, explain honestly what happens next, and report it to the person or office your policy designates. The State model policy requires supervisors who receive a complaint, or who see or suspect harassment, to report it and not wait passively. Labor Law § 201-g requires every New York employer to have a policy meeting the State minimum standards and to train every employee each year, and retaliation against anyone who reports or helps is unlawful (Executive Law § 296).

Everyemployer in New York State, whatever its size, must adopt a sexual harassment prevention policy and train every employee annually (Labor Law § 201-g).
6minimum standards the training must meet or exceed, starting with being interactive (NYS minimum standards).
15+employees: New York City employers must also run annual interactive training with set content and keep records for 3 years (Admin. Code § 8-107(30)).
3 yearsto file a sexual harassment complaint with the NYS Division of Human Rights, from the most recent incident (State model policy).
The serious game
01 · The situation

What your company’s policy provides

The designated HR person, the procedure, the possible interim measures. Your answers should rely on them.

02 · The conversation

Six lines, one person who hesitates

The simulated employee doubts themselves, asks you to keep it secret, fears retaliation. The coach flags every at-risk or harmful answer, with the rule involved and a better wording.

03 · The decision

Act, and justify it

You choose what happens next and justify it. The debrief scores conformity, what you covered (facts, protection, next steps) and your posture, then rewrites your weakest lines.

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What not to say, and what to say instead

The lines on the right are the ones the coach grades appropriate. None of them promises secrecy, discipline or a conclusion about the facts.

Do not sayWhySay instead
“He jokes like that with everyone, he doesn’t mean anything by it.”Minimizes: under the model policy, intent such as a joke does not neutralize harassment“Thank you for telling me. Take your time: tell me what happened, in your own words.”
“It’s all online, not in person. Is it really that bad?”Harassment on video calls and messaging apps counts (model policy)“Can you give me one specific example: when it was, where, and what he wrote or said exactly?”
“I promise this stays between us.”A supervisor must report it to the designated person“I have to report this today to Karen Osei in HR, who will look into it. It will be kept as confidential as possible, and the law protects you from retaliation.”
“Before I do anything, I need a written complaint from you.”Reports may be verbal; the complaint form is optional“Did you see the text yourself? It’s fine if you don’t have a copy, I’m not waiting for proof to act.”
“The simplest fix is to move you to nights.”Penalizes the person who reported: a less desirable shift is an example of retaliation“I’ll ask HR to move Greg off your unit while they look into it. You keep your day shift.”
“Honestly, it’s better if you stay out of it, for your own sake.”Discourages a witness; retaliation is unlawful (Executive Law § 296)“If your shifts or your trainer role change after this, tell me or HR right away: that would be retaliation, and it isn’t allowed.”
THE FULL PROGRAM

The full programme

Everything is online and self-paced. Durations are estimates of the content as built.

ONLINE · ABOUT 20 MINThe legal framework

A lesson on what sexual harassment is under New York law, examples, federal and state law and remedies, where complaints can be filed, supervisors’ responsibilities, bystander intervention and retaliation, then a 12-question quiz with corrections (70% to pass).

ONLINE · ABOUT 30 MINThree practice conversations

Sexual comments in a team chat and on video calls, a coworker reporting pressure on a temporary worker, and deliberate misgendering of a nursing assistant. The coach analyzes every line live.

EVALUATION · ABOUT 20 MINThe final evaluation

A graded conversation without the coach, in a new situation, and an 11-question quiz. Two attempts.

THE CERTIFICATE OF COMPLETION
  • Legal framework quiz passed (70% or more)
  • All three practice conversations taken through to the debrief
  • Final evaluation passed: graded conversation (conformity of at least 80 and a decision judged appropriate)
  • Final quiz passed (70% or more)

It can be printed and verified online by its number. It is a certificate of completion issued by Epimoni, not a professional certification.

Pricing

One price per person trained and per course, paid once, no subscription.

Free trial

One full interview with the coach, debrief included, with no sign-up and no credit card.

Play the free interview

$10

per person, per course

  • One-time payment, no subscription
  • The full program, with its coach
  • The printable cheat sheet, from sign-up
  • Access to the program for 12 months
  • Certificate included, valid for 12 months

Example: 12 people × $10 = $120

Train your team

Create your space and pay for your seats: you get an admin link and an invitation code for your team right away.

10 × $10 = $100

Notice specific to this course: This unofficial online awareness course draws on New York Labor Law § 201-g, the New York State Human Rights Law and the State model sexual harassment prevention policy; it is not legal advice and does not guarantee that your training meets the State minimum standards (or New York City’s, for employers with 15 or more employees). Your company alone must check that it does, and remains responsible for its own policy, complaint form, written notices and training records; New York State publishes a free model training.

One-time card payment, secured by Stripe; the invoice is emailed to you. You can add seats at any time from your space.

A question before you start?

Write to us: your message goes straight to the Epimoni team.

Notice specific to this course: This unofficial online awareness course draws on New York Labor Law § 201-g, the New York State Human Rights Law and the State model sexual harassment prevention policy; it is not legal advice and does not guarantee that your training meets the State minimum standards (or New York City’s, for employers with 15 or more employees). Your company alone must check that it does, and remains responsible for its own policy, complaint form, written notices and training records; New York State publishes a free model training.

Your contact details are used only to reply to you.

Frequently asked questions

Every employer in New York State must adopt a sexual harassment prevention policy that meets or exceeds the State model’s minimum standards, and provide sexual harassment prevention training to all employees every year. The training must be interactive and include an explanation of sexual harassment, examples of unlawful conduct, information on federal and state law and the remedies available, employees’ rights of redress and the forums for complaints, and information on supervisors’ conduct and additional responsibilities. Employers must also give employees a written notice with the policy and training information at hiring and at each annual training.
We do not claim it does. It is an unofficial online awareness course focused on how supervisors receive a report. The State asks employers to review any third-party training to make sure it meets or exceeds the minimum standards, and the State does not certify training providers. Your company must check the course against those standards, present its own policy and complaint process, give the required notices, and keep its own records.
Yes. New York State publishes a free model training: a video, a slide deck with a script, and an answer sheet that makes the video interactive. The NYC Commission on Human Rights also offers a free online training that it says meets both New York City and New York State requirements, as long as the employer also shares its internal complaint process. Both are linked in the sources.
Yes, according to the State’s employer FAQ, as long as it is interactive: for example questions employees must answer, a way to ask questions and get timely answers, or a feedback survey. A video or a document alone, with no interaction, is not interactive. A live trainer is not required and there is no minimum number of hours.
Under the State model policy, supervisors and managers who receive a complaint, observe what may be harassment or suspect it must report it to the person or office designated in the employer’s policy. They must not wait passively for a formal claim. Reports can be verbal; the complaint form is optional. Supervisors should also accommodate the needs of the person who experienced harassment, during and after the investigation.
Not secrecy: the supervisor has to report what they were told. The model policy says the investigation is kept confidential to the extent possible and is fair to all parties, so a supervisor can honestly promise discretion, not silence.
Yes. Under the model policy, anyone who reports harassment, including on behalf of someone else, testifies, assists in an investigation or encourages a coworker to report is protected from retaliation if they acted in good faith. Retaliation is unlawful under the New York State Human Rights Law (Executive Law § 296) and under federal law.
New York City employers with 15 or more employees must also provide annual interactive anti-sexual harassment training that covers the elements of Administrative Code § 8-107(30), including bystander intervention and supervisors’ specific responsibilities, and keep training records for at least three years. They must also post a notice and give new hires a fact sheet.
The supervisor reads the situation and what the company policy provides, then has a six-line conversation with an AI-simulated employee who reports harassment as the person targeted or as a witness. The employee hesitates, asks for secrecy, fears retaliation: after each line a coach says whether the answer is appropriate, at risk or harmful, names the issue and suggests a better wording. The conversation ends with a justified decision and a debrief. In the final evaluation, the coach stays silent until the debrief.
It is issued automatically once every step is complete: legal framework quiz passed, three practice conversations taken to the debrief, final evaluation passed and final quiz passed. It records completion of an awareness course delivered by Epimoni. It is not a professional certification and does not on its own prove that a legal obligation was met. The free demo does not issue one.
The dashboard shows progress and the results of the quizzes and the final evaluation, not the content of the simulated conversations. The situations are fictional and contain no data about real employees: do not enter information about a real case.

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Further reading

Sources

  1. New York Labor Law § 201-g (prevention of sexual harassment: policy, training, notice)
  2. New York Executive Law § 296 (Human Rights Law: unlawful discriminatory practices, harassment standard, retaliation)
  3. New York State, Sexual Harassment Prevention Model Policy and Training (minimum standards, model training, videos)
  4. New York State, Sexual Harassment Model Policy (2023 version)
  5. New York State, Minimum Standards for Sexual Harassment Prevention Training
  6. New York State, free model training: slide deck
  7. New York State, free model training: script to pair with the slide deck
  8. New York State, training answer sheet (makes the model video interactive)
  9. New York State, Employer Guide for Sexual Harassment Prevention (FAQ: interactive, online, hours, vendors, records)
  10. NYC Commission on Human Rights, free online sexual harassment prevention training
  11. NYC Commission on Human Rights, Stop Sexual Harassment Act FAQ (15-employee threshold, content, records)
  12. NYC Local Law 96 of 2018 (Administrative Code § 8-107(30), anti-sexual harassment training)
  13. NYS Division of Human Rights, filing a complaint
  14. U.S. EEOC, Title VII of the Civil Rights Act of 1964
  15. U.S. EEOC, time limits for filing a charge