Illegal retaliation is a serious offense in NYC. Employers often retaliate against employees who have opposed discrimination or harassment. Employees can oppose discrimination by making internal or external complaints–filing a complaint with a government agency, etc. The NYC Commission on Human Rights protects employees from discrimination and illegal retaliation with the NYC Human Rights Law […]
Work accommodations should be offered to employees regardless of gender. Unfortunately, some companies deny employees work accommodations because they do not conform to gender norms. The NYC Commission on Human Rights protects employees with the NYC Human Rights Law (NYCHRL). The Law forbids NYC employers from all forms of gender-based discrimination. Additionally, the Commission can […]
Transgender care is often overlooked in employee benefit packages. The NYC Commission on Human Rights ensures that all NYC employers offer transgender care by enforcing the NYC Human Rights Law (NYCHRL). The Law forbids companies from offering benefits that discriminate based on gender. The Employee Retirement Income Security Act also forbids gender discrimination in health […]
Gendered dress codes are popular in bars and restaurants, but they are against the law in NYC. They are against the law because the NYC Commission on Human Rights considers them a form of gender discrimination. Additionally, the Commission fights gender discrimination by enforcing the NYC Human Rights Law (NYCHRL). They can also bring any […]
Sex stereotyping is a common behavior in the work place. The NYC Commission on Human Rights tries to prevent stereotyping in NYC by enforcing the NYC Human Rights Law (NYCHRL). The Commission can take employers who do not follow the NYCHRL to court. They can also charge employers with discrimination and have them pay expensive […]
Transgender employees should have the same rights as any other workers. The NYC Commission on Human Rights makes sure that NYC employers honor transgender rights by enforcing the NYC Human Rights Law (NYCHRL). The Law targets numerous human rights violations including gender discrimination. Understanding how to accommodate transgender employees is important for employers. They can […]
Single-sex programs or facilities in NYC must be made available to people despite the sex that they were assigned at birth according to the NYC Human Rights Law (NYCHRL). These facilities can include restrooms or changing rooms. Additionally, entities must allow people to use these programs and facilities despite their: – anatomy – medical history […]
Gender names are an important part of identification. The NYC Human Rights Law (NYCHRL) requires employers to use employees’ preferred gender names, pronouns and titles regardless of the employees’ sex from birth. Preferred names should also be used regardless of employees’: – anatomy – gender – medical history – appearance – sex on identification Many […]
Gender discrimination is a common problem in many businesses. The NYC Commission on Human Rights’ Law Enforcement Bureau (LEB) investigates discrimination in NYC companies. They can also bring employers to trial if they give their case a Probable Cause Determination. NYC Companies must understand what gender discrimination is in order to promote equality and work […]
Discrimination charges can be filed against employers if the NYC Commission on Human Rights sends their cases to trial. More specifically, the Commission’s Law Enforcement Bureau (LEB) handles all NYC discrimination cases. LEB can only send cases to trial if they have a Probable Cause Determination. Furthermore, an administrative law judge (ALJ) will oversee the trial […]
