{"id":891,"date":"2026-02-17T14:57:23","date_gmt":"2026-02-17T14:57:23","guid":{"rendered":"https:\/\/messaslaw.com\/?p=891"},"modified":"2026-02-17T14:57:24","modified_gmt":"2026-02-17T14:57:24","slug":"what-retail-employers-need-to-know-about-new-yorks-workplace-violence-prevention-requirements","status":"publish","type":"post","link":"https:\/\/messaslaw.com\/fr\/uncategorized\/what-retail-employers-need-to-know-about-new-yorks-workplace-violence-prevention-requirements\/","title":{"rendered":"What Retail Employers Need to Know About New York&#8217;s Workplace Violence Prevention Requirements"},"content":{"rendered":"<p><\/p>\n\n\n\n<p><strong>Drafted by Ondine Herlin, Extern<\/strong><\/p>\n\n\n\n<p><strong>Under the Supervision of Stephanie Messas, Esq.<\/strong><\/p>\n\n\n\n<p>New York State has enacted the Retail Worker Safety Act to protect retail employees from workplace violence, including physical violence, abuse, harassment, intimidation, and other unsafe situations. If you operate a retail business in New York, these requirements mandate both employee training and written workplace violence prevention policies.<\/p>\n\n\n\n<p><strong>Who Must Comply<\/strong><\/p>\n\n\n\n<p>If your business employs <strong>ten (10) or more retail employees<\/strong> in New York State, you must comply with these requirements. This means implementing measures to increase employee awareness about workplace violence prevention, helping employees feel safe and reducing risk.<\/p>\n\n\n\n<p><strong>Training Frequency<\/strong><\/p>\n\n\n\n<p>Training must be interactive and conducted during paid work hours-this is a critical requirement. The frequency depends on your workforce size:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>If you have 50 or more retail employees: Annual training is required<\/li>\n\n\n\n<li>If you have 10-49 retail employees: Training must be provided every two years<\/li>\n<\/ul>\n\n\n\n<p><strong>Important: Employees must be compensated for all training time.<\/strong><\/p>\n\n\n\n<p>You must also provide every retail employee with a copy of the written transcription of the training.<\/p>\n\n\n\n<p>You have two options for training:<br>1. Use the free interactive training provided by the New York State Department of Labor (NYSDOL), or<br>2. Develop and provide your own compliant training program<br><br><strong>Note: Even if you use the NYSDOL&#8217;s model training, you must supplement it with store-specific information (see below).&nbsp;<\/strong><\/p>\n\n\n\n<p><strong>Required Training Topics<\/strong><\/p>\n\n\n\n<p>Your training program (whether using the NYSDOL model or creating your own) must cover these required topics:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Overview and requirements of the Retail Worker Safety Act<\/li>\n\n\n\n<li>Practical measures and de-escalation techniques retail workers can use when facing or witnessing workplace violence<\/li>\n\n\n\n<li>How to recognize warning signs of potential violence and determine appropriate responses, including your store&#8217;s specific security concerns and risk factors<\/li>\n\n\n\n<li>Active shooter situations and response protocols (Run, Hide, Fight)<\/li>\n\n\n\n<li>Emergency evacuation procedures, locations of emergency exits, and designated meeting places<\/li>\n\n\n\n<li>How to use security and emergency devices, such as panic buttons, alarms, and any location-specific safety systems<\/li>\n\n\n\n<li>Responsibilities of supervisors and managers before, during, and after an emergency, especially regarding past security issues at the workplace.<\/li>\n<\/ul>\n\n\n\n<p>Important Consideration: Employees who have experienced workplace violence in the past may find this training difficult or triggering. Be prepared to offer breaks, provide support resources, and create a sensitive training environment. Consider notifying employees about the training content in advance so they can prepare mentally.<\/p>\n\n\n\n<p>Written Policy Requirements: You must provide every retail employee with a paper copy of your Retail Workplace Violence Prevention policy in English, either the NYSDOL model policy or your own custom policy, when they are hired, and annually thereafter.<br><br>Language Access: If an employee identified a primary language other than English during the hiring process, and the NYSDOL has translated the model policy into that language, you must also provide the policy in that language. Check the NYSDOL website for available translations.<\/p>\n\n\n\n<p><strong>Store-Specific Requirements<\/strong><\/p>\n\n\n\n<p>While the NYSDOL provides free Interactive Model Retail Workplace Violence Prevention Training, it does not include information specific to your store or company. This means you must supplement the training with your own site-specific details, including:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A list or a clear map showing all emergency exits and evacuation routes<\/li>\n\n\n\n<li>Designated meeting locations for after evacuation<\/li>\n\n\n\n<li>Clear instructions for operating emergency devices (e.g., fire alarms, emergency phones)<\/li>\n\n\n\n<li>Clear instructions for operating security-related devices (e.g., personal response systems, panic buttons, silent alarms)<\/li>\n\n\n\n<li>Your store&#8217;s or company&#8217;s specific emergency response procedures and protocols<\/li>\n\n\n\n<li>Any history of security problems at the store location and how they must be addressed.<\/li>\n<\/ul>\n\n\n\n<p><strong>2027 Silent Alarm Requirement<\/strong><\/p>\n\n\n\n<p>Beginning January 1, 2027, employers with more than 500 retail employees across New York City work sites must provide a silent response button to request immediate assistance from a security officer, manager, or supervisor in case of emergency. Training must also be provided on how to use this button.<\/p>\n\n\n\n<p><strong>Conclusion<\/strong><\/p>\n\n\n\n<p>By providing interactive training, yearly written policies, and store-specific safety information, and preparing for the 2027 silent response button requirement, retail employers can meet New York\u2019s obligations while creating a safer, more confident workplace for their teams. Taking these steps not only supports compliance but also strengthens employee trust and contributes to a more secure and effective retail environment.<\/p>\n\n\n\n<p><em>DISCLAIMER: This document is provided for informational purposes only and does not constitute legal advice. The information contained herein may become outdated as regulations change. Employers should consult with qualified legal counsel before making worker classification decisions, as misclassification can result in significant legal and financial liability. This document was prepared as of February 17, 2026, and reflects the regulatory status as of that date. Employers should consult with legal counsel regarding the specific classification requirements in each jurisdiction where they engage workers.<\/em><\/p>\n\n\n\n<p>_____________________________________________________________<\/p>\n\n\n\n<p><strong>Ce Que Les Employeurs Du Commerce De D\u00e9tail Doivent Savoir Sur Les Exigences De Pr\u00e9vention De La Violence Au Travail De l&#8217;\u00c9tat De New York<\/strong><\/p>\n\n\n\n<p><strong>R\u00e9dig\u00e9 par Ondine Herlin, Stagiaire<\/strong><\/p>\n\n\n\n<p><strong>Sous la supervision de Stephanie Messas, Esq.<\/strong><\/p>\n\n\n\n<p>L&#8217;\u00c9tat de New York a promulgu\u00e9 la Loi sur la s\u00e9curit\u00e9 des travailleurs du commerce de d\u00e9tail pour prot\u00e9ger les employ\u00e9s du commerce de d\u00e9tail contre la violence au travail, y compris la violence physique, les abus, le harc\u00e8lement, l&#8217;intimidation et d&#8217;autres situations dangereuses. Si vous \u00eates employeur et exploitez une entreprise de vente au d\u00e9tail \u00e0 New York, ces exigences imposent \u00e0 la fois une formation des employ\u00e9s et des politiques \u00e9crites de pr\u00e9vention de la violence au travail.<\/p>\n\n\n\n<p><strong>Qui doit se conformer<\/strong><\/p>\n\n\n\n<p>Si votre entreprise emploie dix (10) employ\u00e9s de commerce de d\u00e9tail ou plus dans l&#8217;\u00c9tat de New York, vous devez vous conformer \u00e0 ces exigences. Cela signifie mettre en \u0153uvre des mesures pour accro\u00eetre la sensibilisation des employ\u00e9s \u00e0 la pr\u00e9vention de la violence au travail, aider les employ\u00e9s \u00e0 se sentir en s\u00e9curit\u00e9 et r\u00e9duire les risques.<\/p>\n\n\n\n<p><strong>Fr\u00e9quence de la formation<\/strong><\/p>\n\n\n\n<p>La formation doit \u00eatre interactive et <strong>dispens\u00e9e pendant les heures de travail r\u00e9mun\u00e9r\u00e9es<\/strong>. La fr\u00e9quence de la formation d\u00e9pend de votre effectif :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Si vous avez cinquante (50) employ\u00e9s de commerce de d\u00e9tail ou plus, une formation annuelle est requise<\/li>\n\n\n\n<li>Si vous avez dix (10) \u00e0 quarante-neuf (49) employ\u00e9s de commerce de d\u00e9tail, la formation doit \u00eatre dispens\u00e9e tous les deux ans.<\/li>\n<\/ul>\n\n\n\n<p><strong>Important&nbsp;: Les employ\u00e9s doivent \u00eatre r\u00e9mun\u00e9r\u00e9s pendant toute la dur\u00e9e de la formation.<\/strong><\/p>\n\n\n\n<p>Vous devez \u00e9galement fournir \u00e0 chaque employ\u00e9 de commerce de d\u00e9tail une copie de la retranscription \u00e9crite de chaque formation. Vous avez deux options pour la formation :<\/p>\n\n\n\n<p>Utiliser la formation interactive gratuite fournie par le D\u00e9partement du travail de l&#8217;\u00c9tat de New York (NYSDOL), ou d\u00e9velopper et fournir votre propre programme de formation.<\/p>\n\n\n\n<p>M\u00eame si vous utilisez la formation mod\u00e8le du NYSDOL, vous devez la compl\u00e9ter avec des informations sp\u00e9cifiques au magasin (voir ci-dessous).<\/p>\n\n\n\n<p><strong>Sujets de formation requis<\/strong><\/p>\n\n\n\n<p>Votre programme de formation (que vous utilisiez le mod\u00e8le du NYSDOL ou votre propre programme de formation) doit couvrir ces sujets requis:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Aper\u00e7u et exigences de la Loi sur la s\u00e9curit\u00e9 des travailleurs du commerce de d\u00e9tail<\/li>\n\n\n\n<li>Mesures pratiques et techniques que les travailleurs du commerce de d\u00e9tail peuvent utiliser lorsqu&#8217;ils sont confront\u00e9s ou t\u00e9moins de violence au travail<\/li>\n\n\n\n<li>Comment reconna\u00eetre les signes de potentielle ou actuelle violence et d\u00e9terminer les r\u00e9ponses appropri\u00e9es, y compris les mesures de s\u00e9curit\u00e9 et facteurs de risque sp\u00e9cifique \u00e0 votre magasin<\/li>\n\n\n\n<li>Situation d\u2019attaques \u00e0 l\u2019arme \u00e0 feu et protocoles de r\u00e9ponse (Courir, Se cacher, Combattre)<\/li>\n\n\n\n<li>Proc\u00e9dures d&#8217;\u00e9vacuation d&#8217;urgence, emplacements des sorties de secours et lieux de rassemblement d\u00e9sign\u00e9s<\/li>\n\n\n\n<li>Comment utiliser les dispositifs de s\u00e9curit\u00e9 et d&#8217;urgence, tels que les boutons d&#8217;alarme, les alarmes et tout syst\u00e8me de s\u00e9curit\u00e9 sp\u00e9cifique \u00e0 la boutique<\/li>\n\n\n\n<li>Responsabilit\u00e9s des superviseurs et des gestionnaires avant, pendant et apr\u00e8s une situation d\u2019urgence, en particulier concernant les probl\u00e8mes de s\u00e9curit\u00e9 ayant lieu sur le lieu de travail.<\/li>\n<\/ul>\n\n\n\n<p><strong>Consid\u00e9ration importante<\/strong>: Les employ\u00e9s qui ont v\u00e9cu de la violence au travail dans le pass\u00e9 peuvent trouver cette formation difficile ou d\u00e9stabilisante. Soyez pr\u00eat \u00e0 offrir des pauses, \u00e0 fournir des ressources de soutien et \u00e0 cr\u00e9er un environnement de formation sensible. Envisagez d&#8217;informer les employ\u00e9s \u00e0 l&#8217;avance du contenu de la formation afin qu&#8217;ils puissent se pr\u00e9parer mentalement.<\/p>\n\n\n\n<p>Exigences de politique \u00e9crite: Vous devez fournir \u00e0 chaque employ\u00e9 de commerce de d\u00e9tail une copie papier de votre propre politique de pr\u00e9vention de la violence au travail dans le commerce de d\u00e9tail ou du mod\u00e8le de politique du NYSDOL en anglais, au moment de l\u2019embauche et annuellement.<\/p>\n\n\n\n<p>Acc\u00e8s linguistique: Si lors du processus d\u2019embauche, un employ\u00e9 vous a communiqu\u00e9 sa langue principale, qui est une autre que l&#8217;anglais, et que le NYSDOL a traduit la politique mod\u00e8le dans cette langue, vous devez \u00e9galement fournir la politique dans cette langue. Consultez le site Web du NYSDOL pour les traductions disponibles.<\/p>\n\n\n\n<p><strong>Exigences sp\u00e9cifiques au magasin<\/strong><\/p>\n\n\n\n<p>Bien que le NYSDOL fournisse une formation interactive gratuite mod\u00e8le sur la pr\u00e9vention de la violence au travail dans le commerce de d\u00e9tail, elle n&#8217;inclut pas d&#8217;informations sp\u00e9cifiques \u00e0 votre magasin ou entreprise. Cela signifie que vous devez compl\u00e9ter la formation avec vos propres d\u00e9tails sp\u00e9cifiques au site, notamment :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Une liste ou une carte pr\u00e9cise montrant toutes les sorties de secours et les voies d&#8217;\u00e9vacuation<\/li>\n\n\n\n<li>Emplacements de rassemblement d\u00e9sign\u00e9s apr\u00e8s l&#8217;\u00e9vacuation<\/li>\n\n\n\n<li>Instructions claires pour l&#8217;utilisation des dispositifs d&#8217;urgence (par exemple, alarmes incendie, t\u00e9l\u00e9phones d&#8217;urgence)<\/li>\n\n\n\n<li>Instructions claires pour l&#8217;utilisation des dispositifs li\u00e9s \u00e0 la s\u00e9curit\u00e9 (par exemple, syst\u00e8mes de r\u00e9ponse personnelle, boutons d&#8217;alarme, alarmes silencieuses)<\/li>\n\n\n\n<li>Les proc\u00e9dures et protocoles de r\u00e9ponse d&#8217;urgence sp\u00e9cifiques \u00e0 votre magasin ou entreprise<\/li>\n\n\n\n<li>Tout historique de probl\u00e8mes de s\u00e9curit\u00e9 \u00e0 l&#8217;emplacement du magasin et comment ils doivent \u00eatre trait\u00e9s.<\/li>\n<\/ul>\n\n\n\n<p><strong>Exigence d&#8217;alarme silencieuse pour 2027<\/strong><\/p>\n\n\n\n<p>\u00c0 partir du 1er janvier 2027, les employeurs de plus de 500 employ\u00e9s de commerce de d\u00e9tail dans les lieux de travail de la ville de New York doivent fournir un interrupteur d\u2019alarme silencieux pour demander l&#8217;aide imm\u00e9diate d&#8217;un agent de s\u00e9curit\u00e9, d&#8217;un gestionnaire ou d&#8217;un superviseur en cas d&#8217;urgence. Une formation doit \u00e9galement \u00eatre fournie sur l&#8217;utilisation de cet interrupteur.<\/p>\n\n\n\n<p><strong>Conclusion<\/strong><\/p>\n\n\n\n<p>En fournissant une formation interactive, des politiques \u00e9crites annuelles et des informations de s\u00e9curit\u00e9 sp\u00e9cifiques au magasin, et en se pr\u00e9parant \u00e0 l&#8217;exigence d\u2019un syst\u00e8me d\u2019alarme silencieuse de 2027, les employeurs du commerce de d\u00e9tail peuvent respecter les obligations de New York tout en cr\u00e9ant un lieu de travail plus s\u00fbr pour leurs \u00e9quipes. La prise de ces mesures soutient non seulement la conformit\u00e9, mais renforce \u00e9galement la confiance des employ\u00e9s et contribue \u00e0 un environnement de vente au d\u00e9tail plus s\u00e9curis\u00e9 et plus efficace.<\/p>\n\n\n\n<p>CLAUSE DE NON-RESPONSABILIT\u00c9 : Ce document est fourni \u00e0 titre informatif uniquement <em>et ne constitue pas un conseil juridique. Les informations qu&#8217;il contient peuvent devenir obsol\u00e8tes \u00e0 mesure que les r\u00e9glementations changent. Les employeurs doivent consulter un conseiller juridique qualifi\u00e9 avant de prendre des d\u00e9cisions de classification des travailleurs, car une mauvaise classification peut entra\u00eener une responsabilit\u00e9 juridique et financi\u00e8re importante. Ce document a \u00e9t\u00e9 pr\u00e9par\u00e9 en date du 17 f\u00e9vrier 2026 et refl\u00e8te le statut r\u00e9glementaire \u00e0 cette date. Les employeurs doivent consulter un conseiller juridique concernant les exigences de classification sp\u00e9cifiques dans chaque juridiction o\u00f9 ils engagent des travailleurs.<\/em><\/p>","protected":false},"excerpt":{"rendered":"<p>Drafted by Ondine Herlin, Extern Under the Supervision of Stephanie Messas, Esq. New York State has enacted the Retail Worker Safety Act to protect retail employees from workplace violence, including physical violence, abuse, harassment, intimidation, and other unsafe situations. If you operate a retail business in New York, these requirements mandate both employee training and [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":892,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-891","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>What Retail Employers Need to Know About New York&#039;s Workplace Violence Prevention Requirements - Messas Law<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/messaslaw.com\/fr\/uncategorized\/what-retail-employers-need-to-know-about-new-yorks-workplace-violence-prevention-requirements\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"What Retail Employers Need to Know About New York&#039;s Workplace Violence Prevention Requirements - Messas Law\" \/>\n<meta property=\"og:description\" content=\"Drafted by Ondine Herlin, Extern Under the Supervision of Stephanie Messas, Esq. 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