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New York, NY: Commission Publishes Enforcement Guide on Hair-Based Race Discrimination

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February 18, 2019

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The New York City Human Rights Law (NYCHRL) protects individuals from discrimination based upon hairstyles associated with racial, ethnic, or cultural identities.  In February, the Commission tasked with enforcement of the NYCHRL published guidance on these protections. Specifically, hair-based discrimination is defined as a subset of race discrimination, pointing to historical bans on natural hair or hairstyles typically associated with the Black community (e.g., afros, cornrows, locs, etc.).  Employers should beware of dress and grooming policies that (intentionally or unintentionally) violate this right.  The guidance provides examples of unlawful grooming requirements, including:

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New York, NY: New Reasonable Accommodation Requirements for Employers

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July 18, 2018

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On January 18, 2018, New York City passed Int. No. 804-A, which amends the New York City Human Rights Law (“NYCHRL”) to require employers to engage in a “cooperative dialogue” to address an employee’s accommodation needs. Specifically, employers must engage in a cooperative dialogue within a reasonable time, upon request for a reasonable accommodation or when the employer has notice an employee may require an accommodation, related to religious needs; disability; pregnancy, childbirth, or a related medical condition; or as a victim of domestic violence, sex offenses, or stalking.

A “cooperative dialogue” includes a good faith written or oral dialogue about a person’s accommodation needs, addressing the accommodation needs including alternatives to a requested accommodation, and the difficulties that potential accommodations may post for the employer. Once a final determination is reached after the cooperative dialogue process, an employer must provide the employee with a written final determination identifying any accommodation that was either granted or denied. Importantly, an employer cannot find that no reasonable accommodation is available without engaging in, or attempting to engage in, a cooperative dialogue.

Action Items

  1. Review the text of Int. No. 804-A here.
  2. Have policies and procedures reviewed and updated for compliance with this amendment by July 18, 2018 when the amendment becomes effective.
  3. Have managers and applicable personnel trained on the reasonable accommodation and cooperative dialogue process.

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.

© 2018 ManagEase

New York, NY: NYCHRL Updates Definitions of Sexual Orientation and Gender

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May 11, 2018

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On January 11, 2018, New York City passed Int. No. 1186-A, which amends the New York City Human Rights Law (“NYCHRL”) to expand the definitions of “sexual orientation” and “gender.” “Sexual orientation” refers to heterosexuality, homosexuality, or bisexuality, and will also now include “an individual’s actual or perceived romantic, physical or sexual attraction to other persons, or lack thereof, on the basis of gender.” Sexual orientation is a “continuum of sexual orientation” that will also include asexuality and pansexuality.