Effective March 18, 2019, New York City employers with at least four workers must provide lactation rooms for employees and maintain a written policy for distribution to employees upon hire.
Articles Discussing The New York Human Rights Law.
NYC Council Proposes Additional Harassment Training Requirement for “Nightlife Establishments” and Their Employees
As previously reported, this year both the State of New York and the City of New York enacted legislation requiring employers to distribute sexual harassment prevention policies and to train their workforce about the prevention of workplace sexual harassment and available legal remedies. On October 31, 2018, the New York City Council introduced related legislation targeting the City’s nightlife establishments and the issue of patron harassment.
New York City Releases Guidance on Mandatory Sexual Harassment Training, Notice Requirements
The New York City Commission on Human Rights has released Frequently Asked Questions (FAQs) as guidance on the “Stop Sexual Harassment in NYC Act.”
New Legislation on Sexual Harassment Will Signifigcantly Affect the Handling of These Cases for Municipalities
The #MeToo movement and its widespread
publicity of issues involving sexual harassment in the
workplace have sparked new legislation affecting all
employers, including public employers.
Reminder – NYC’s Temporary Schedule Change Law Becomes Effective on July 18, 2018
Enacted this past January, New York City’s “Temporary Schedule Change” law becomes effective on July 18, 2018.1 The law provides employees with the right to request two temporary schedule changes per calendar year for “personal events,” and employers must ensure that they are prepared to respond to their employees’ requests for changes in work schedules and understand what types of personal events qualify for leave.
New York City Earned Sick Time Act Updates Take Effect: New Policies and Notices to Employees Required
Executive Summary: In November, the New York City Council passed a law amending the Earned Sick Time Act, changing the name to the Earned Safe and Sick Time Act (ESSTA), and allowing employees to use paid time off under ESSTA if they or their family members are victims of domestic violence and other family offenses. The changes came into effect on May 5, 2018. Employers need to immediately update their sick time policies to reflect the change and distribute the new “Notice of Employee Rights” to all their employees by June 4, 2018.
New York City Enacts Anti-Sexual Harassment Legislation that Includes Training Requirement
Mandatory annual sexual harassment training for employees in New York City is one feature of a package of legislation targeting sexual harassment in the workplace signed by Mayor Bill de Blasio on May 9, 2018. Most private employers in New York City will be required to conduct annual sexual harassment training for employees beginning April 1, 2019.
‘Safe Time’ Amendments to New York City Paid Sick Leave Effective May 5, 2018
Amendments to the New York City “Earned Safe and Sick Time Act” (ESTA) went into effect on May 5, 2018. Eligible employees under the ESTA will be able to use paid time off for circumstances resulting from the employee or a covered family member of the employee being the victim of family offense matters, sexual offenses, stalking, or human trafficking.
New York State’s New Sexual Harassment Laws: What Employers Need to Know
Executive Summary: In the fiscal year 2019 budget, the New York State Legislature passed several new laws aimed at preventing workplace sexual harassment, including banning mandatory arbitration and requiring anti-harassment policies and training. These new laws, a response to the larger social conversation regarding sexual harassment, pass even more potential liability on to private employers and will require substantial changes to policies and practices.
New York City’s New Sexual Harassment Laws: What Employers Need to Know
Executive Summary: On April 11, 2018, the New York City Council passed a package of bills intended to prevent sexual harassment. Mayor Bill de Blasio is expected to sign the bills into law. The New York City Commission on Human Rights (NYCCHR) is charged with enforcing the new laws.
New York State and City Expand Anti-Harassment Requirements for Employers
Both the New York State Legislature and the New York City Council recently adopted new legislation targeting sex discrimination and sexual harassment in the workplace. While the federal response to the #MeToo movement has been relatively limited, states and localities are pushing forward with a reform agenda in 2018 that generally expands employee protections and available remedies for unlawful harassment. Employers with New York operations should become fluent in the new requirements and prepare for increased government oversight of their harassment prevention policies and programs.
New York City Council Passes Legislative Package Aimed at Preventing Sexual Harassment in the Workplace
The New York City Council passed a package of legislation on April 11, 2018, that will strengthen the City’s laws against harassment in the workplace. Mayor Bill de Blasio is expected to sign the legislation into law in the coming weeks.
New York Legislature Passes Significant Changes to Laws Combatting Sexual Harassment in the Workplace
As part of the 2018-2019 New York State Budget, the Governor and the Legislature have agreed to legislation aimed at combatting sexual harassment in the workplace (Part KK of S7507-C). The legislation, including the anti-sexual harassment provisions, has passed both the Senate and Assembly, and the Governor is expect to be signed it into law soon.
New York City Expands Definitions of ‘Sexual Orientation’ and ‘Gender’ in Human Rights Law
A new law passed by the New York City Council amends and significantly broadens the definitions of “sexual orientation” and “gender” in the New York City Human Rights Law (NYCHRL). The new law will become effective on May 11, 2018.
New York City Employers Must Engage Employees in Accommodations Dialogue under New Law
Starting on October 16, 2018, entities covered by the New York City Human Rights Law (HRL) will be required to engage in cooperative dialogue with individuals who may be entitled to reasonable accommodations under the HRL. Passed by the New York City Council on December 19, 2017, Int. 804-A applies to employers, providers of public accommodations, and providers of housing accommodations.