On July 16, 2019, I presented a complimentary webinar called “New York Employment Discrimination Amendments”. For those who couldn’t attend the live webinar, I’m happy to make it available for you to watch at your convenience.
In the webinar, I discuss:
- Expanded Coverage
- Relaxed Standards of Proof
- Additional Penalties
- New Policy/Training Requirements
- Prohibition of Confidentiality Provisions
- Salary History Ban
- and More!
The New York Legislature recently passed sweeping revisions to the New York State Human Rights Law. Once fully enacted by Governor Cuomo, these amendments will significantly expand the coverage of the state’s employment discrimination laws. They will both make it easier for workers to prevail in claims against employers and add new remedies. These changes will collectively increase the cost of claims for employers.
Why You Should Watch “NY Employment Discrimination Amendments”
The New York Human Rights Law currently applies to employers with 4 or more employees (and all employers with respect to sexual harassment). Under the new amendments, this coverage will expand to all New York employers of any size. It will also extend protection from workplace harassment to non-employees, such as independent contractors and vendors.
Not only will more employers and workers be subject to the laws, but the likelihood of liability under the laws will also increase. Where before employees had to prove “severe or pervasive” conduct to win a harassment claim, now they will just have to demonstrate that the unwelcome conduct related to a protected category and was more than a “petty slight or trivial inconvenience.”
In this webinar, we also discuss changes to the New York sexual harassment policy and training requirements. Plus employers will now be prohibited from asking job candidates about their salary or wage history. And pay equity laws are also expanding in material ways to increase liability against employers.
This webinar will get you up to speed on these developments so that your business can stay ahead of the curve in preventing harassment and discrimination claims.