A spate of new state and local regulations is making it tougher to be an employer in the City That Never Sleeps. As previously covered by HR Legalist, new requirements for sexual harassment policies went into effect across New York State on October 9, 2018, and burdensome new requirements for harassment-related training will go into effect statewide on October 9, 2019. In addition, New York City employers must comply with the Stop Sexual Harassment Act, which includes its own training requirements, beginning in April 2019.
If that wasn’t enough to keep employers in The Big Apple busy, a new amendment to the NYC Human Rights Law (NYCHRL), effective October 15, 2018, adds new requirements for how employers must respond when employees request workplace accommodations. The new rule requires employers to engage in a “cooperative dialogue” with employees who request accommodations, similar to the “interactive process” required under federal law (including the Americans with Disabilities Act). However, NYC’s requirements significantly expand on the ADA’s requirements.