New York City Human Rights Law

Yesterday,  I spent a large part of my day talking about harassment training.  Between completing a pitch for new work and scheduling training for existing clients, the questions I faced most were the following:

  1. Where is training required?
  2. How often should an employer do training?
  3. Where training is required, does the training have to be

Several recent New York City human rights law amendments in the past year have steadily increased worker protections applicable to New York City employers. As is no surprise, the mayor’s office recently adopted yet another new amendment passed by the New York City Council amending the New York City Human Rights Law (NYCHRL) effective October

5 DiscriminationAs we wrote about last week, the New York City Council passed legislation seeking to bolster the New York City Human Rights Law (NYCHRL).  Although the NYCHRL was already one of the most employee friendly statutes in the nation to begin with, especially in light of the 2005 Local Civil Rights Restoration Act, the


As a nice follow-up on New Jersey’s proposed expanded equal pay and discrimination protections that my colleague Christina Stoneburner wrote about yesterday, New York City appears to be following suit and will be bolstering (yet again) the New York City Human Rights Law (NYCHRL).  On March 9, 2016, the New York City Council passed

TransMayor Bill de Blasio and the New York City Council have made no secret of their desire to expand the reach and protections offered by the New York City Human Rights Law (“NYCHRL”).  This year saw the expansion of these protections, such as bans on using, or even inquiring about, individuals’ credit and criminal background

27485319_sLawyers, and I suspect a good deal of employers, watched the Marchuk v. Faruqi & Faruqi case with a great deal of interest.  The allegations after all were quite scandalous — namely that Juan Monteverde, one of Faruqi’s high profile partners, had sexually harassed Marchuk and raped her.  Some of the interest may have been

14745558_sThis week employers in the Tri-State area have two new laws to contend with, the Jersey City sick leave ordinance and the New York City Pregnant Workers Fairness Act.  The Jersey City law went into effect on January 24, 2014 and the NYC law went into effect on January 30, 2014.  For those employers unaware

Two weeks ago we wrote about the (in)famous decision of a federal judge in NYC who recently ruled that an unpaid female intern who alleged sexually harassment by a company higher-up was not an “employee,” and therefore had no claim for hostile work environment under the New York City Human Rights Law (N.Y. City Admin.

Rarely do federal court decisions go viral, but this one did.

A federal judge in NYC recently ruled against an upaid female intern who alleged sexually harassment by a company higher-up.  The Court held that because she was not an “employee,” she had no claim for hostile work environment under the New York City

By a 47-0 vote, the NYC Council passed a bill which allows women who request a reasonable accommodation for their pregnancy or while after childbirth to sue for discrimination or file a complaint with the NYC Commission on Human Rights if they suffer an adverse employment action.

As with accommodation provisions in federal laws such