NYC Human Rights Law: How to Protect Your Business

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The NYC Human Rights Law, Title 8 of the Administrative Code, prohibits discrimination in NYC. The law protects people from from prejudicial treatment in a number of areas. It is also based on several classes. The following will explore who the Human Rights Law protects and who is responsible if discrimination can be proven:

Areas Under the NYC Human Rights Law

The NYC Human Rights Law covers all areas of employment. This includes paid and unpaid interns. Additionally, the law applies to all employers throughout New York City and its 5 boroughs with at least 4 employees. This includes employers in the city government but not the state and federal. The law also covers:

– housing
– public spaces
– retaliation
– harassment
– bias police profiling

Stores, taxi cabs, and theaters fall under public spaces. An example of bias police profiling could be an officer stopping and inspecting vehicles based on the race of the drivers.

Classes Covered by the NYC Human Rights Law

The classes covered by the NYC Human Rights Law include:

– sexual orientation
– race
– pregnancy
– marital or partnership status
– gender
– disability
– citizenship status
– religion
– nationality
– gender identity
– age

The law also provides protection against discrimination based on unemployment status, arrest record and status as a victim of domestic violence. For housing, the law protects people based on lawful occupation, source of income and family status.

Legal Consequences If Discrimination Is Proven

The NYC Human Rights Law provides employees with compensation if they can prove discrimination. This can include damage fees, back pay and promotion. Employees can also file a complaint with the New York City Human Rights Commission or file a lawsuit in court. They cannot do both. Furthermore, there is a one-year statute of limitations for filing a complaint with the Human Rights Commission. There is also a three-year statute of limitations for filing a lawsuit in court.