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Int 0108-2014
| * | Deborah L. Rose | | Proposed Int. No. 108-A | Prohibiting employment discrimination based on an individual’s actual or perceived status as a caregiver. | Introduction | Many employees throughout New York City, as well the nation, have caregiving and familial responsibilities that include assisting with the care of children, parents, spouses, and other family members. Under section 8-101 of the New York City Human Rights Law, there are a number of protected classes defined, including, but not limited to, “gender,” “sexual orientation,” “partnership status,” “national origin,” “disability,” and “alienage or citizenship status.” These protected classes are covered under Section 8-107 of the Law, which prohibits employment discrimination. This bill would include “caregiver” as a protected class; prohibiting employers from discriminating based on one’s status, or perceived status, as a “caregiver.” | Hearing Held by Committee | |
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Int 0108-2014
| * | Deborah L. Rose | | | Prohibiting employment discrimination based on an individual’s actual or perceived status as a caregiver. | Introduction | Many employees throughout New York City, as well the nation, have caregiving and familial responsibilities that include assisting with the care of children, parents, spouses, and other family members. Under section 8-101 of the New York City Human Rights Law, there are a number of protected classes defined, including, but not limited to, “gender,” “sexual orientation,” “partnership status,” “national origin,” “disability,” and “alienage or citizenship status.” These protected classes are covered under Section 8-107 of the Law, which prohibits employment discrimination. This bill would include “caregiver” as a protected class; prohibiting employers from discriminating based on one’s status, or perceived status, as a “caregiver.” | Amendment Proposed by Comm | |
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Int 0108-2014
| * | Deborah L. Rose | | | Prohibiting employment discrimination based on an individual’s actual or perceived status as a caregiver. | Introduction | Many employees throughout New York City, as well the nation, have caregiving and familial responsibilities that include assisting with the care of children, parents, spouses, and other family members. Under section 8-101 of the New York City Human Rights Law, there are a number of protected classes defined, including, but not limited to, “gender,” “sexual orientation,” “partnership status,” “national origin,” “disability,” and “alienage or citizenship status.” These protected classes are covered under Section 8-107 of the Law, which prohibits employment discrimination. This bill would include “caregiver” as a protected class; prohibiting employers from discriminating based on one’s status, or perceived status, as a “caregiver.” | Laid Over by Committee | |
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Int 0804-2015
| * | Inez D. Barron | | Proposed Int. No. 804-A | Require covered entities to engage in a cooperative dialogue with persons who are or may be entitled to reasonable accommodations. | Introduction | The New York City Human Rights Law currently requires the entities that it covers to make reasonable accommodations for victims of domestic violence, individuals with pregnancy and related conditions, religious needs, and disabilities. This bill clarifies the reasonable accommodation requirement by expressly requiring covered entities to engage in or seek to engage in a cooperative dialogue with individuals who may be entitled to such accommodation, in order to identify what reasonable accommodations are available to assist them. Int. 804-A applies to employers, providers of public accommodations, and providers of housing accommodations. | Hearing Held by Committee | |
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Int 0804-2015
| * | Inez D. Barron | | | Require covered entities to engage in a cooperative dialogue with persons who are or may be entitled to reasonable accommodations. | Introduction | The New York City Human Rights Law currently requires the entities that it covers to make reasonable accommodations for victims of domestic violence, individuals with pregnancy and related conditions, religious needs, and disabilities. This bill clarifies the reasonable accommodation requirement by expressly requiring covered entities to engage in or seek to engage in a cooperative dialogue with individuals who may be entitled to such accommodation, in order to identify what reasonable accommodations are available to assist them. Int. 804-A applies to employers, providers of public accommodations, and providers of housing accommodations. | Amendment Proposed by Comm | |
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Int 0804-2015
| * | Inez D. Barron | | | Require covered entities to engage in a cooperative dialogue with persons who are or may be entitled to reasonable accommodations. | Introduction | The New York City Human Rights Law currently requires the entities that it covers to make reasonable accommodations for victims of domestic violence, individuals with pregnancy and related conditions, religious needs, and disabilities. This bill clarifies the reasonable accommodation requirement by expressly requiring covered entities to engage in or seek to engage in a cooperative dialogue with individuals who may be entitled to such accommodation, in order to identify what reasonable accommodations are available to assist them. Int. 804-A applies to employers, providers of public accommodations, and providers of housing accommodations. | Laid Over by Committee | |
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Int 0815-2015
| * | Brad S. Lander | | Proposed Int. No. 815-A | Protecting the right to truthful information under the city human rights law and expressly providing a cause of action for employers and principals whose rights are violated by conduct to which their employees or agents are subjected. | Introduction | The New York City Human Rights Law (“HRL”) bars real estate brokers and salespeople from lying about the availability of housing, land, or commercial space for a discriminatory reason, a protection sometimes called a “right to truthful information.” This bill would broaden or incorporate a right to truthful information for a variety of activity covered by the HRL, including: the availability and terms and conditions of sale or lease for housing, land, or commercial space; admission to or membership in a Multiple Listing Service or similar organizations; lending; employment; and access to public accommodations, which include many providers of goods and services, including restaurants, stores, and even some government entities.
This bill would also give principals and employers a cause of action when their rights are violated by discrimination against their agents or employees, as long as the discrimination happened while the agent or employee was working for the principal or employer. | Hearing Held by Committee | |
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Int 0815-2015
| * | Brad S. Lander | | | Protecting the right to truthful information under the city human rights law and expressly providing a cause of action for employers and principals whose rights are violated by conduct to which their employees or agents are subjected. | Introduction | The New York City Human Rights Law (“HRL”) bars real estate brokers and salespeople from lying about the availability of housing, land, or commercial space for a discriminatory reason, a protection sometimes called a “right to truthful information.” This bill would broaden or incorporate a right to truthful information for a variety of activity covered by the HRL, including: the availability and terms and conditions of sale or lease for housing, land, or commercial space; admission to or membership in a Multiple Listing Service or similar organizations; lending; employment; and access to public accommodations, which include many providers of goods and services, including restaurants, stores, and even some government entities.
This bill would also give principals and employers a cause of action when their rights are violated by discrimination against their agents or employees, as long as the discrimination happened while the agent or employee was working for the principal or employer. | Amendment Proposed by Comm | |
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Int 0815-2015
| * | Brad S. Lander | | | Protecting the right to truthful information under the city human rights law and expressly providing a cause of action for employers and principals whose rights are violated by conduct to which their employees or agents are subjected. | Introduction | The New York City Human Rights Law (“HRL”) bars real estate brokers and salespeople from lying about the availability of housing, land, or commercial space for a discriminatory reason, a protection sometimes called a “right to truthful information.” This bill would broaden or incorporate a right to truthful information for a variety of activity covered by the HRL, including: the availability and terms and conditions of sale or lease for housing, land, or commercial space; admission to or membership in a Multiple Listing Service or similar organizations; lending; employment; and access to public accommodations, which include many providers of goods and services, including restaurants, stores, and even some government entities.
This bill would also give principals and employers a cause of action when their rights are violated by discrimination against their agents or employees, as long as the discrimination happened while the agent or employee was working for the principal or employer. | Laid Over by Committee | |
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Int 0825-2015
| * | Deborah L. Rose | | Proposed Int. No. 825-A | Expanding the definition of employer under the human rights law to provide protections for domestic workers. | Introduction | Title 8 of the New York City Administrative Code prohibits various forms of discrimination in employment and protects a number of classes of people. Currently, employees of employers with fewer than four employees total are not protected by the prohibitions against discrimination in employment, apprentice training programs, religious observance in the employment context, unemployment status, disparate impact discrimination in the employment context, and unlawful discrimination against victims of domestic violence, sex offenses or stalking. Also, employees of employers with fewer than four employees total are not protected by the Pregnant Workers Fairness Act. This bill would change the definition of employer to provide these protections for domestic workers. | Hearing Held by Committee | |
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Int 0825-2015
| * | Deborah L. Rose | | | Expanding the definition of employer under the human rights law to provide protections for domestic workers. | Introduction | Title 8 of the New York City Administrative Code prohibits various forms of discrimination in employment and protects a number of classes of people. Currently, employees of employers with fewer than four employees total are not protected by the prohibitions against discrimination in employment, apprentice training programs, religious observance in the employment context, unemployment status, disparate impact discrimination in the employment context, and unlawful discrimination against victims of domestic violence, sex offenses or stalking. Also, employees of employers with fewer than four employees total are not protected by the Pregnant Workers Fairness Act. This bill would change the definition of employer to provide these protections for domestic workers. | Amendment Proposed by Comm | |
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Int 0825-2015
| * | Deborah L. Rose | | | Expanding the definition of employer under the human rights law to provide protections for domestic workers. | Introduction | Title 8 of the New York City Administrative Code prohibits various forms of discrimination in employment and protects a number of classes of people. Currently, employees of employers with fewer than four employees total are not protected by the prohibitions against discrimination in employment, apprentice training programs, religious observance in the employment context, unemployment status, disparate impact discrimination in the employment context, and unlawful discrimination against victims of domestic violence, sex offenses or stalking. Also, employees of employers with fewer than four employees total are not protected by the Pregnant Workers Fairness Act. This bill would change the definition of employer to provide these protections for domestic workers. | Laid Over by Committee | |
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