Showing 8 posts in New York City Human Rights Law.

New York Extends Statute of Limitations For Discrimination Claims Under NYSHRL and Expands Restrictions on Settlement Agreements Involving Claims of Discrimination, Harassment, or Retaliation

New York State recently enacted two new employment law bills. The first law extends the statute of limitations for claims of discriminatory practices under the New York State Human Rights Law. The second law expands restrictions on non-disclosure provisions in settlement agreements for claims of discrimination, harassment, or retaliation. More ›

New York City Prohibits Discrimination Based on Height or Weight

Earlier this year, Mayor Eric Adams signed a bill amending the New York City Human Rights Law, prohibiting discrimination on the basis of an individual's height or weight. Set to go into effect on November 22, 2023, the bill does permit an employer to consider height or weight under the following limited situations: More ›

New York City Salary Transparency Law Receives Clarification and Subsequent Amendment

The pending Salary Transparency Law (the Law)—which requires New York City employers to disclose the minimum and maximum salary when posting an advertisement for a job, promotion, or transfer opportunity—was  further clarified by the New York City Commission on Human Rights and subsequently amended by the New York City Council. More ›

New York City Employers Now Required to Disclose Salary Range When Posting a Job Listing

On December 15, 2021, the New York City Council approved a bill amending the New York City Human Rights Law, transforming how employers advertise a job listing. Mayor Eric Adams chose not to veto the legislation before the January 14, 2022 deadline, therefore the new law is set to become effective on May 14, 2022. More ›

New York State Prohibits Employee Discrimination Over Reproductive Health Decisions

On November 8, 2019, Governor Andrew Cuomo expanded the list of protected categories under existing New York City Human Rights Law by signing the New York Reproductive Choice Law. Under this provision, employers are prohibited from discriminating against employees or their dependents for their reproductive health decisions. Specifically, the law prohibits employers from accessing personal information about an employee or dependent's "use or access of a particular drug, device or medical service without the employee's prior informed affirmative written consent." Further, employers cannot retaliate against or treat an employee differently because they "use or access a particular drug, device or medical service." More ›

New York Passes Significant Amendments to Anti-Harassment and Anti-Discrimination Law

In an effort to align its legislation with the broader standards of the New York City Human Rights Law, New York State recently passed an amended anti-harassment bill which will significantly impact how employers handle harassment claims. Governor Cuomo signed the bill on August 12, 2019. Many of the new provisions, if not already in effect, will be effective within sixty days. All employers will be subjected to the new amendments, regardless of the number of employees. More ›

Hair Today…Discrimination Tomorrow? California and New York Adopt Hair Style Protections, Others Surely to Follow

On July 3, 2019, California Governor Gavin Newsom approved Senate Bill No. 188 providing legal protection from discrimination in the workplace and in public schools for natural and protective hairstyles historically worn by black people and people of color. This bill expanded the scope of what is considered a protected race category under the California Fair Employment and Housing Act to include traits "historically associated with race, including, but not limited to, hair texture and protective hairstyles." Following California's lead, New York then became the second state to ban discrimination based on natural hairstyles on July 12, 2019, when Governor Andrew Cuomo signed into law S.6209A/A.7797A, which amends the Human Rights Law and Dignity for All Students Act. There is now proposed legislation in New Jersey as well, modeled after Senate Bill No. 188. This means employers in other states should take a hard look at their workplace hair and grooming policies to avoid discrimination actions. More ›

New York City Adds Layer of Protection for Employee Decisions Concerning "Sexual and Reproductive Health"

The New York City Council signaled its commitment to expanding employee protection when it further amended the New York City Human Rights Law by adding “sexual and reproductive health decisions” to its list of protected classes from discrimination. Under the amended bill, employers with four or more employees are prohibited from discriminating against employment applicants or existing employees based on sexual and reproductive health decisions. The amendment is before Mayor DiBlassio for signature, which is expected. Once signed, it will take effect 120 days thereafter. More ›