Sexual harassment is an issue that can affect individuals across various employment scenarios. Many people mistakenly believe that protections against sexual harassment are limited to traditional employees, but in New York State, the law is clear: independent contractors, subcontractors, vendors, consultants, and anyone providing services in the workplace are also covered.
New York State's Human Rights Law extends its safeguards to a wide range of individuals, including those often referred to as independent contractors, "gig" workers, and temporary workers, as well as those providing various services through contracts with employers. In this article, we will explore how New York State's Human Rights Law covers independent contractors.
The misconception that only traditional employees are protected from sexual harassment has been dispelled by New York State's Human Rights Law. It recognizes the diverse nature of the modern workforce and strives to ensure that all individuals providing services in a workplace are safeguarded from harassment and other discriminatory actions, including sexual harassment.
Covered individuals under the law include a wide array of workers. This comprehensive approach includes:
Under New York State's Human Rights Law, covered individuals have the right to be free from sexual harassment and other discriminatory behaviors in any location where they are providing services. The law explicitly prohibits unwelcome advances, comments, or any other form of sexual harassment that creates a hostile or intimidating work environment.
Key provisions of the law include:
The rules and regulations pertaining to sexual harassment are strictly enforced and needs to be complied with. The attorneys at Outside Legal Counsel LLP can help businesses comply with the law and employees/contractors who have been aggrieved by Employers. Please reach out to us for more information about our services and how we can help.
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