Online Training Platform Disclaimer & Limitation of Liability

You acknowledge and agree that Harri’s online training platform(s) provides you with general information and suggestions for purposes of assisting you with your efforts to comply with the New York State and New York City sexual harassment and discrimination laws, rules and regulations. You further acknowledge and agree that Harri is not, nor has represented to be a licensed provider of legal services. Harri is not a licensed provider of, nor does Harri provide legal services. Likewise, Harri’s training platform does not provide, nor is it a substitute for, legal advice, nor does following Harri’s suggestions set forth in the platform’s online training courses, or otherwise provided by Harri elsewhere, guarantee that you will be in compliance with applicable laws, rules and regulations. Harri strongly urge you to retain a licensed attorney for purposes of obtaining competent legal advice in order to properly comply with all sexual harassment and discrimination laws, rules and regulations, and any other applicable laws, rules and regulations. You understand that there is no attorney/client relationship with Harri.

You acknowledge and agree that Harri shall have no liability, nor shall Harri have any other responsibility, with respect to, and you hereby waive, any causes of actions, suits, claims, obligations, demands for indemnification, promises, agreements, damages, debts, complaints, grievances, costs, losses, rights, expenses, controversies in law or equity or liabilities of any kind or nature whatsoever (“Claims”) brought by any party against Harri (or any director, executive, employee, affiliate, agent or independent contractor of you) concerning the information and suggestions provided through, or obtained from the use of, Harri’s training platform including, without limitation, any Claims brought by any person or entity against you arising under: (i) any federal, state, city or other governmental statute, regulation, or ordinance for sexual harassment or discrimination including, but not limited to, the New York State Sexual Harassment Law (set forth in the New York State Human Rights Law, Executive Law, General Obligations Law and Civil Practice Law and Rules, or elsewhere), (ii) the New York Executive Law §§ 290 et seq. (the New York State Human Rights law), and the New York Civil Rights Law §§ 1 et seq. (discrimination, including race, color, national origin, ancestry, physical or mental disability, medical condition, marital status, sex or age), (iii) the Age Discrimination in Employment Act (ADEA), 29 U.S.C. §§621-634 (age discrimination in employment including discrimination against individuals forty years of age or over); (iv) the Americans with Disabilities Act, 42 U.S.C. §§12101 et seq. (discrimination against individuals with disabilities); (v) the Family and Medical Leave Act, 29 U.S.C. §§2601 et seq. (family and medical leave); (vi) the Sarbanes Oxley Act of 2002 (including, without limitation, the whistleblower laws contained therein); (vii) the Fair Labor Standards Act of 1938, 29 U.S.C. §§201 et seq. (wage and hour matters); (viii) the Consolidated Omnibus Budget Reconciliation Act of 1985, 42 U.S.C. §1395(c) (insurance matters); (ix) the Employee Retirement Income Security Act, 29 U.S.C. §§1001 et seq.; (x) the Rehabilitation Act (discrimination on the basis of disability in programs conducted by Federal agencies or in Federal Employment); (xi) the Equal Pay Act (wage disparity based on sex); (xii) the New York Labor Law §§190 et seq. (salary, commission, compensation, benefits and other matters); (xiii) the New York Paid Family Leave Law (12 NYCRR Sections 355.2, 355.4, 355.8, 355.9, 380 and Part 361 and Subpart 380, et al); (xiv) the New York City Paid Safe and Sick Leave Law (New York City Administrative Code Title 20, Chapter 8; Rules of the City of New York Title 6, Chapter 7); and/or (xv) the Stop Sexual Harassment in NYC Act (set forth in Local Laws 95 and 96 of 2018, or elsewhere).