You can agree with us that, at times, getting the right legal representation and finding a good attorney feels like trying to catch a fish while running away from a twenty-foot high tide, especially when time and money are of the essence and the pressure of getting results before you move too far down the rabbit hole is building up. Certainly, only when you desperately need reliable legal representation, probably not from the types of Saul Goodman, will you understand the importance of having the right attorney by your side. So, are you looking for legal representation? Do you need an attorney with the skills and legal expertise that match your needs? How much do you value your time and hard-earned money? Then look no further because whenever you require legal representation, the Law Offices of Vincent Miletti, Esq., the Strongest Name in Law, got your six.

We are the authoritative force in Employment & Labor Law, providing diverse legal services in both a traditional and online, web-based environment, whether be it for small businesses or large-scale businesses on a panel or a case-by-case basis. Hitherto, serving as primary counsel or cumis counsel, we are not only taking over the industry when it comes to Employment Defense and Employment Practices, but also in Intellectual Property Defense (Trademark, Copyright, and Proprietary Information), Management Side Defense, Regulatory and Compliance, Business Law & Corporate Law, and Professional Liability, among others. Whether serving directly or on behalf of a third party (EPLI, D&O, E&O), we stay unusually motivated® to take on all your needs!

Operating in Brooklyn, New York, the larger New York City, and New York State, as well as in the firm’s new office located in Astoria Queens, your life-changing encounter with Vinny Miletti Esq., the founder and owner of Miletti Law®, whose legal expertise, knowledge, and experience has grown immensely over time since the firm first opened its doors is just an email and/or a call.

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In this regard, this blog is titled “Discrimination & Retaliation under NYCHRL (NYC Human Rights Law)” and is Part II of our new series, “Key Employment Law Issues for Businesses & Companies in New York.” As we noted in Part I, growing companies and start-ups in New York should be intimately familiar with New York laws that govern labor and employment and remain compliant with those laws. Another key thing we mentioned is that while New York is known for taking a much more comprehensive approach to protected characteristics and/or classifications of employees, the NYSHRL is applicable to all employers within the state.

To move this discussion forward, we will look into what the New York City Human Rights Law says about discrimination, harassment, and retaliation against employees in New York and how employers can remain compliant with the statute.

Discrimination & Retaliation under the NYCHRL (New York City Human Rights Law)

Just like the NYSHRL covers employers within the state, the NYCHRL covers employers within New York City. This implies that employers within the city must remain compliant with the law. Similarly, pursuant to N.Y.C. Admin. Code § 8-107, the NYCHRL prohibits and illegalizes discrimination against employees, including unpaid interns, based on color, sexual orientation, sex, race, age, status as a victim of domestic violence, marital status, familial status, disability, creed, or national origin, citizenship or alienage status, uniformed service, reproductive and sexual health decisions, caregiver status, and partnership status.

However, pursuant to N.Y.C. Admin. Code § 8-102, and unlike the NYSHRL, the NYCHRL is, generally, only applicable to employers with at least four employees. Nonetheless, irrespective of employee count, sexual harassment is prohibited under this statute. Importantly, this provision is applicable to all employers. As will be discussed in upcoming blogs under this series, one notable thing is that both the NYCHRL and NYSHRL restrict the type and kind of information employers can collect and/or obtain from potential candidates.

Lastly, discrimination against employees due to pregnancy, whether perceived or actual, is prohibited by the NYCHRL. Therefore, as best practice, employers within New York City should provide pregnant employees with reasonable accommodations.

In Part III of this series and our blog titled “Discrimination & Retaliation under the New York Equal Pay Act,” we will move the discussion forward by hammering on what the New York Equal Pay Act says about discrimination, harassment, and retaliation against employees in New York and how employers can remain compliant with the statute.

As usual, stay tuned for more legal guidance, training, and education.

In the interim, if there are any questions or comments, please let us know at the Contact Us page!

Always rising above the bar,

Isaac T.,

Legal Writer & Author.