New York Civil Rights laws & HR compliance analysis

New York Civil Rights: What you need to know

The New York Human Rights Law prohibits employment discrimination based on age, race, creed, color, national origin, sex (including gender identity and transgender), sexual orientation, disability, military status, predisposing genetic characteristics, familial status, marital status, or domestic violence victim status (NY Exec. Law Sec. 290 et seq.). The law covers all employers of four or more persons.
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Discrimination based on gender identity constitutes sex discrimination under the law (9 NYCRR Sec. 466.13). “Gender identity” is defined as having or being perceived as having a gender identity, self-image, appearance, behavior, or expression whether that identity is different from that traditionally associated with the sex assigned to that person at birth. A “transgender person” is an individual who has a gender identity different from the sex assigned to that person at birth. All prohibitions against sex discrimination under the law apply to discrimination based on gender identity or the status of being transgender.
"Domestic violence victim status" defined. The term "domestic violence victim" means an individual who is a victim of an act that would constitute a family offense under the state's Family Court Act. Examples of a family offense include disorderly conduct, stalking, harassment, menacing, reckless endangerment, and assault (NY Family Ct. Act Sec. 812).
“Sexual orientation” defined. The term “sexual orientation” means heterosexuality, homosexuality, bisexuality, or asexuality, whether actual or perceived.
Like the federal law under Title VII of the Civil Rights Act, the New York Law prohibits the employer from making any decision regarding hiring, discharge, advancement, compensation, or ...

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