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.