New York City Human Rights Law “Cooperative Dialogue” Requirement

Tip of the Month - Employment and Labor Law

Pursuant to recent amendments to the New York City Human Rights Law, subject to certain exceptions, employers must now engage in a “cooperative dialogue” with employees who have requested an accommodation in connection with matters including (i) religious purposes; (ii) disability-related reasons; (iii) pregnancy, childbirth or related medical conditions; and (iv) needs arising out of domestic violence or sexual offenses. Specifically, effective October  15, 2018, this “Cooperative Dialogue Law” dictates that covered employers must engage in a good-faith, written or oral dialogue concerning the employee’s requested accommodation, as a prerequisite to determining whether and, if so, what kind of an accommodation should be provided. Upon reaching a final decision, employers must then provide the requesting employee with a written final determination. Covered employers should promptly update their relevant policies and procedures, and appropriately train their employees, in order to ensure compliance with the law.

Read previous tip of the month newsletters here.

manatt-black

ATTORNEY ADVERTISING

pursuant to New York DR 2-101(f)

© 2024 Manatt, Phelps & Phillips, LLP.

All rights reserved