Showing 11 posts in New York City Human Rights Law.

Second Circuit Dismisses Remote Employee's Discrimination Claim Brought Under New York State Human Rights Law

August 1, 2024 by Jason S. Greenfield

On March 20, 2024, the Second Circuit dismissed a remote employee's discrimination claim brought under the New York State Human Rights Law (NYSHRL). The Court held that the employee's discrimination did not meet the "impact test" because the impact was only incidentally felt in New York. More ›

What Does New York City's Expanded Anti-Discrimination Protection Mean for Employers?

July 9, 2024 by Jason S. Greenfield

On May 11, 2024, a new law went into effect, amending New York City Administrative Code §§ 8-109 and 8-502. The law prohibits provisions in agreements that shorten the timeframe an employee has to file a claim for unlawful discriminatory practices, harassment, or violence under the New York City Human Rights Law ("NYCHRL").  More ›

New York Expands Anti-Discrimination Laws for Nonresident Job Seekers

April 4, 2024 by Jason S. Greenfield

On March 14, 2024, the New York Court of Appeals held that nonresident prospective employees who seek employment opportunities in New York State or New York City and are denied due to discriminatory conduct are eligible to assert claims under the New York State Human Rights Law ("NYSHRL") and New York City Human Rights Law ("NYCHRL"). More ›

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

December 12, 2023 by Jason S. Greenfield

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

August 14, 2023 by Jason S. Greenfield

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

May 16, 2022 by Jason S. Greenfield

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

January 19, 2022 by Jason S. Greenfield

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

November 25, 2019 by Linda K. Horras

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

August 29, 2019 by Concepcion A. Montoya

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

July 26, 2019 by Hinshaw & Culbertson LLP

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 ›

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