Dear valued clients and supporters: This month's newsletter will focus on: (1) Updates and developments under New York State Human Rights Law and guidelines issued by the New York City Commission on Human Rights and (2) recent developments at Lloyd Patel LLP.
Employers and employees are advised that several new protections for employees under New York State Human Rights Law passed by the State Assembly last year went into effect on January 19, 2016.
One amendment expands on existing prohibitions against paying women less than their male colleagues for performing similar work and clarified what criteria would be appropriate for differential in pay not based on gender/sex. The same amendment also made it easier for women to find out of they are being paid equally and protects them from retaliation for sharing wage information with other employees. Additionally, New York State Human Rights Law now requires that employers provide reasonable accommodations to pregnant employees in the form of schedule adjustments or alterations in job duties. Other amendments prohibit discrimination against employees based on their familial status (specifically against single mothers); allow victims of employment and/or credit discrimination based on sex/gender to recover attorney's fees when they file claims; and expand protections to all employees, including those previously exempt, against sexual harassment.
The Assembly also made two amendments to New York State Human Rights Law unrelated to employment. One such amendment protects individuals against discrimination and eviction based on their status as domestic violence victims. Another amendment augmented the state's human trafficking laws by increasing the penalties for traffickers, providing training to law enforcement officers, and allowing trafficking victims to sue for damages, including attorney's fees. Individuals and employees should familiarize themselves with these new developments to ensure that they know their rights and that all parties are in compliance with New York State Human Rights Law.
Employers and Employees are advised that the New York City Commission on Human Rights issued legal enforcement guidelines on the protections against discrimination, harassment, and retaliation based on gender identity and expression under New York City Human Rights Law. The guidelines rebuke acts and omissions that intentionally refuse to use an individual's preferred pronoun or title; require that individuals be allowed to use whatever bathroom is consistent with their expressed gender; and prohibit the imposition of uniforms or grooming standards based on sex or gender. The Commission's mandate includes other protections, including health care-related protections for transgendered people, it makes clear that the guidelines are a floor, not a ceiling, and that there is an overall intent to prohibit any form of gender identity-based discrimination.
Employers are advised to analyze and implement their policies and procedures accordingly.
We are pleased to announce the re-location of our main office to 65 Broadway, 7th Floor. New York, NY 10006. And we are also excited to announce expansion plans and the opening of a satellite office in Long Island City, which we anticipate to be operational by March 1, 2016. Additional details will be forthcoming on Facebook, here on our website and next months's newsletter.
Readers are encouraged to follow us on Twitter (@OutsideLegalLLP) and Facebook to receive updates on these and other issues throughout the month.
Disclaimer: Nothing on this website is or should be construed as legal advice. An attorney-client relationship does not exist with our firm unless a signed retainer agreement is executed, and we do not offer legal advice through this site or any of the content located on it. For legal advice for your particular circumstances, please contact us directly.