Update Applicable to:
All employers in the state of New York.
What happened?
On March 16, 2022, Governor Hochul signed Assembly Bill 2035 (AB203) and Senate Bill 5870 (SB5870) into law.
What are the details?
Effective July 14, 2022, the New York State Division of Human Rights (NYSDHR) will be required to establish and maintain a toll-free, confidential hotline to provide assistance to employees complaining of workplace sexual harassment. Employees who call this hotline will be assisted by pro bono attorneys recruited by the NYSDHR.
Information regarding the hotline will be added to all required workplace posters and sexual harassment materials by the NYSDHR in collaboration with the New York Department of Labor. The hotline will not extend to other forms of discrimination or harassment covered under the New York State Human Rights Law (NYSHRL).
Effective immediately, the anti-retaliation provisions of the NYSHRL specifically prohibit employers from disclosing or releasing an employee’s personnel file in retaliation for opposing unlawful workplace harassment or discrimination or for initiating or participating in complaint procedures (except where necessary to respond to or defend a civil or criminal action or in a judicial or administrative proceeding).
The law was further amended to permit the Attorney General to commence a proceeding against an employer upon information and belief that the employer has or is about to violate this new provision.
For more information, please see the links below:
What do employers need to do?
Employers need to review the links above, continue to take measures to ensure their workplaces are free from discrimination and harassment, as well as review, revise, and implement policies and trainings with an employment attorney to ensure compliance.
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's New York PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
