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New York City Human Rights Law

Effective October 15, 2018, New York City Human Rights Law

IMPORTANT LAW UPDATE FOR ALL EMPLOYERS IN NEW YORK CITY:

Effective October 15, 2018, New York City Human Rights Law

New York City Human Rights Law

Effective October 15, 2018, the New York City Human Rights Law (NYCHRL) will require all New York City employers with four or more employees to engage in a “cooperative dialogue” with individuals who may be entitled to an accommodation for the following reasons:

  • Religious needs;
  • Due to a disability;
  • As a result of pregnancy, childbirth or a related medical condition; or
  • As a result of domestic violence, sex offenses or stalking.

 

  • The dialogue, which can be written or oral, must include an evaluation of:

 

  • The individual’s needs;
  • The nature of the requested accommodation;
  • The burden to the employer if it were to be granted; and
  • Potential alternatives to the requested accommodation.

 

  • Upon the conclusion of this “cooperative dialogue,” the employer must then provide the person requesting the accommodation “with a final written determination identifying any accommodation granted or denied.”
  • Failure to engage in this “cooperative dialogue” within a reasonable time or provide a written determination will constitute unlawful discriminatory practices under the NYCHRL.
  • If you have any questions regarding this or any other labor and employment law matter, please contact an attorney at Franklin, Gringer & Cohen, P.C. at 516-228-3131.

“Effective October 15, 2018, New York City Human Rights Law” was written by the team at Franklin Gringer & Cohen, P.C.

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