New York - Human Rights Law

The New York City Commission on Human Rights has issued legal enforcement guidance and FAQs clarifying some of the more ambiguous exemptions in the New York City “Stop Credit Discrimination in Employment Act,” as well as guidance on related recordkeeping obligations and penalties. The Act became eff

Following closely on the heels of a citywide bill restricting employer’s use of credit information for employment decisions,1 on June 10, 2015, the New York City Council passed a new bill restricting an employer’s ability to inquire into or obtain information about a job applicant’s criminal history

Joining many other jurisdictions, the New York City Council has passed the Fair Chance Act, an ordinance restricting when employer inquiries about applicants’ criminal histories may be made during the application process and imposing significant obligations on employers who intend to take action bas

New York City Mayor Bill De Blasio recently signed legislation establishing a year-long employment discrimination testing program in New York City to begin on or before October 1, 2015. The new law requires the NYC Commission on Human Rights to utilize a process called “matched-pair testing,” in whi

City anti-discrimination agents posing as job applicants will soon be knocking on employers’ doors in the five boroughs to ferret out discrimination in hiring practices. Seeking to strengthen the New York City Human Rights Commission’s transparency in enforcing the New York City Human Rights Law, ac

The New York City Earned Sick Time Act (ESTA or the Act) went into effect on April 1, 2014, giving many New York City employees up to 40 hours of paid sick time per year.1 Since March, the Department of Consumer Affairs (DCA) has provided guidance on its website concerning the ESTA. However, the DCA

New York Governor Andrew Cuomo has signed legislation amending the New York State Human Rights Law (NYSHRL) to protect unpaid interns against workplace discrimination and retaliation.

New York City Mayor Bill de Blasio has signed into law a bill protecting interns in the City from job discrimination to the extent as is presently available to employees. The law, amending the New York City administrative code, was approved by the Mayor on April 15, 2014, and is effective June 14.

Executive Summary: The New York City Earned Sick Time Act ("the Act") goes into effect today, April 1, 2014. The Act requires employers with at least five employees who work at least 80 hours per year in NYC to provide all such employees with at least 40 hours of paid sick time per year.

On March 26, 2014, the New York City Council unanimously passed a bill to expand the New York City Human Rights law to prohibit employment discrimination against interns. The legislation will likely be enacted into law, as it was passed unanimously (with one Council member absent) such that the City

In a March 17 press conference, New York Mayor Bill de Blasio announced that later this week he will sign into law two bills that significantly expand the provisions of the New York City Earned Sick Time Act (Act). The Act, which takes effect on April 1, 2014, requires most private employers to prov

The New York City Council has quietly amended the Earned Sick Time Act, which becomes effective on April 1, 2014, to allow a cap on accrued time carried over from one year to the next and to clarify the employer’s notice obligation.

Executive Summary: On February 26, 2014, the New York City Council passed an amended version of the New York City Earned Sick Time Act. This amended version, effective April 1, 2014, requires that companies with as few as five employees provide at least 40 hours of paid sick time per year. Note: The

The City Council of New York City has passed by a vote of 48 to 3 a resolution supporting Mayor Bill de Blasio’s proposed amendments to the City’s soon-to-be-effective paid sick leave law, which include lowering the threshold for coverage from 15 employees to 5. Mayor de Blasio is expected to sign t

While the New York City paid sick leave law enacted in 2013 over the veto of then-Mayor Michael Bloomberg has yet to become effective, Mayor Bill de Blasio and City Council Speaker Melissa Mark-Viverito already have proposed significant modifications to the legislation. The proposed changes are like

Employers in New York City are reminded to prepare for a new addition to the New York City Human Rights Law (NYCHRL), effective January 30, which requires employers with four or more employees to provide reasonable accommodations for pregnant employees and employees with pregnancy- or childbirth-rel

With New York City’s announcement that the economic indicators for implementation of the NYC earned sick time have been satisfied, private-sector NYC employers (with the exception of manufacturing industry employers exempted from the enactment’s coverage) must now fully prepare for the statute’s app

The New York City Council passed the Earned Sick Time Act ("the Act") on May 8, 2013. The Act requires that New York City businesses provide all employees with protected sick leave for their own or a family member's illness, but its effective date was contingent on the performance of New York City's

In Romanello v. Intesa Sanpaolo, S.p.A.,1 the New York Court of Appeals adopted the broad reading of an employer’s duty to accommodate a disabled employee under the New York City Human Rights Law (City HRL), as initially set forth by a lower court in Phillips v. City of N.Y.2 The court acknowledged

Legislation requiring most New York City employers to provide reasonable accommodation for an employee’s pregnancy, childbirth or related medical conditions will take effect on January 30, 2014. New York City joins a growing number of jurisdictions, including California and Maryland, mandating some