New York City Human Rights Law

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

The New York City Council voted 50-0 yesterday to prohibit employers from discriminating against unpaid interns on the basis of age, race, creed, color, national origin, sex, disability, marital status, partnership status, sexual orientation, citizenship status or status as a victim of domestic violence, sex offenses or stalking.  Claimants will be permitted under the bill

As we have learned through experience, and have attempted to communicate through this blog, many employers really need to be trained in basic discrimination law and best practices to avoid lawsuits.  There can be no better illustration of this than a complaint just filed this week in New York state court in Manhattan by a

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

NewYork’s highest court ruled unanimously today that, on a motion to dismiss under the expansive NYC Human Rights Law, an indefinite leave for a disability is not per an unreasonable accommodation, but that it is the employer’s burden to plead and prove undue hardship.

This ruling, although virtually preordained by the City law’s edict that

A judge in New York City has just held that an employee who alleged that she was fired for being short did not state a claim under New York state law which protects against genetic discrimination in employment and therefore prohibits employment discrimination on the basis of a

“predisposing genetic characteristic.”

The Plaintiff was employed