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New York State Governor Kathy Hochul recently signed into law
eight pieces of legislation designed to combat human trafficking.
These laws require many hospitality industry employers to provide
specific anti-human-trafficking awareness training to employees.
They also require certain hospitality and transportation industry
employers to post information regarding services available to human
The new laws require employers that are required to provide
employees with alcohol awareness training to include a human
trafficking curriculum in such training; require lodging facilities
to train their client-facing employees to recognize human
trafficking victims; and require the Thruway Authority, airports,
truck stops, port authority, and port authority bus terminals to
post informational signs and cards concerning services for human
trafficking victims in public restrooms. In addition,
establishments that serve alcoholic beverages must display signs
about the illegality of human trafficking and the assistance
The law requiring lodging facilities to provide human
trafficking awareness training to employees applies to any inn,
hotel, motel, motor court or other establishment that provides
lodging to transient guests. Client-facing employees are
lodging facility employees who are likely to come into contact with
guests in their facility.
A list of approved training programs will be posted online by
the Division of Criminal Justice Services and the Office of
Temporary and Disability Assistance, which are working in
consultation with the New York State Interagency Task Force on
Human Trafficking. The training will cover, at a minimum: the
nature of human trafficking, how human trafficking is defined in
law, how to identify victims of human trafficking and who employees
should contact if a victim is identified. All client-facing
employees must receive this training by November 20, 2023, four
months from the law’s July 20, 2023 effective date. After that,
all new client-facing employees must receive the training within 60
days of their start date.
The training may be administered as a standalone unit or as part
of the facility’s existing training program. Employers must pay
client-facing employees for attending the training, which is to
take place on-site. Each lodging facility must maintain records
that indicate its client-facing employees completed the training
and maintain such records for the duration of each employee’s
employment and one year following separation.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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