New York has released an updated model sexual harassment prevention policy and updated model training materials.
Articles Discussing The New York Human Rights Law.
New York State Publishes Proposed Updated Model Sexual Harassment Prevention Policy
In accordance with its quadrennial obligation to evaluate the impact of New York State’s Model Sexual Harassment Prevention Policy in the workplace, on January 12, 2023, the New York State Department of Labor (NYSDOL), in consultation with the New York State Division of Human Rights, published a proposed updated model
New York State Launches Hotline for Reporting Sexual Harassment in the Workplace
On July 19, 2022, New York Governor Kathy Hochul announced the launch of a statewide confidential hotline for complaints of workplace sexual harassment. The hotline was provided under Senate Bill No. S812B, which Governor Hochul signed into law on March 16, 2022, as part of a legislative package enacted to
New York State Launches New Hotline for Workplace Sexual Harassment Complaints
Earlier this year, Governor Kathy Hochul signed into law S.812B/A.2035B, which amended the New York State Human Rights Law, N.Y. Exec. Law § 296, to require the establishment of a state-wide, toll-free, confidential hotline for complaints of workplace sexual harassment. On July 19, 2022, Governor Hochul announced the launch
New York Employers: Gov. Hochul Signs New Sexual Harassment Laws into Effect
Seeking to address several open issues in New York’s sexual harassment laws, Governor Hochul has signed a package of legislation strengthening the state’s antiharassment initiative.
The legislation consists of three separate bills, two of which are relevant for private employers:
S.812B/A.2035B – Confidential Hotline for Complaints of Workplace Sexual Harassment
New York Enacts Laws Further Addressing Workplace Harassment and Discrimination
Three new laws designed to further combat workplace harassment and discrimination were signed into law by Gov. Kathy Hochul on March 16, 2022.
Suffolk County Fair Housing Task Force Recommends Amendments to County Human Rights Law
After conducting an analysis of the Suffolk County Human Rights Law (“HRL”) as it pertains to housing discrimination, the Suffolk County Fair Housing Task Force (“Task Force”) released its final report and recommendations to lawmakers in its continued efforts to combat housing discrimination.
New York City Amends Human Rights Law to Extend Protections to Freelancers and Independent Contractors
In recent years both New York State and New York City have actively amended their anti-discrimination laws to expand worker protections. For example, both the state and city have passed laws requiring most employers to distribute anti-sexual harassment policies and to provide anti-harassment training to their workforces.
New York Expands Harassment Laws
Employers will face greater potential liability under bills passed on June 19 and 20 to lower the standard of review for sexual harassment cases (S.6577 [Biaggi]/A.8421 [Simotas] and a related amendment [S. 6594/A. 8424]). The final, omnibus bill was crafted with the participation of Governor Andrew Cuomo’s office. Governor Cuomo is expected to sign the bill.
Pre-Employment Marijuana Drug Testing Goes Up in Smoke in NYC
On April 9, 2019, the New York City Council passed a first-of-its-kind bill that prohibits pre-employment drug testing for the presence of marijuana or tetrahydrocannabinols. Mayor Bill de Blasio is expected to sign the bill into law, which would take effect one year after enactment.1 Significantly, the law would not prohibit employer drug-testing programs that test existing employees for marijuana.
New York City Publishes Sexual Harassment Prevention Training Video and New FAQs
As we have previously reported,1 New York State and New York City both enacted legislation in 2018 that require New York employers to train their employees in workplace sexual harassment prevention. The state training legislation went into effect on October 9, 2018, and the city training legislation went into effect on April 1, 2019. Together, the laws require employers to train their New York-based workforce annually and to cover certain topics during the training such as the definition of sexual harassment, a manager’s role in preventing sexual harassment, retaliation, and bystander intervention, among other topics.
New York City Releases Model Policies for Lactation Room Law
The New York City Commission on Human Rights (CCHR) has released model policies for the City’s lactation room law, effective March 18, 2019.
New York City Council Seeks Further Protections for Fast Food Industry Workers
Protections for transgender, non-binary, and gender non-conforming employees in New York have been given a boost. Significant changes to the New York City Human Rights Law (NYCHRL) will expand the scope of prohibited discriminatory conduct. Additionally, New York State has enacted the Gender Expression Non-Discrimination Act (GENDA), which went into effect on February 25, 2019.
Fashion Industry Impacted by New York’s Amended Sexual Harassment Law
Executive Summary. In groundbreaking legislation last year, New York State amended its Human Rights Law (“NYSHRL”) to prohibit sexual harassment against non-employees of all types, including models, stylists, and artists in the fashion industry who are classified (correctly or not) as independent contractors. Because of this amendment, “IRS Form 1099” workers throughout NYS will have the same sexual harassment and retaliation protections as “IRS Form W-2” employees. They can file internal sexual harassment claims with the talent agencies that assign them or the companies that actually engage them or file legal complaints with the NYS Division of Human Rights or in court. Businesses referring or engaging even one independent contractor are covered. For independent contractors who work in NYC, this amendment adds statewide protections to existing NYC sexual harassment protection under the NYC Human Rights law. (“NYCHRL”)
New York City and California Push for Laws Requiring More Employee Leave Time
New York and California are often characterized as two of the most employee-friendly states in the country. In continuation of that perception, New York City and California are announcing new employee leave initiatives.