New York City’s “cooperative dialogue” law goes into effect October 15, 2018.
The law requires that employers covered by the New York City Human Rights Law “must engage in a ‘cooperative dialogue’ with persons who may be entitled to reasonable accommodations”.
Jackson Lewis outlines the updates as follows:
Importantly, the new law creates a separate cause of action against covered entities that “refuse or otherwise fail to engage in a cooperative dialogue within a reasonable time with a person who has requested an accommodation or who the covered entity has notice may require such an accommodation.” The HRL requires covered entities to make reasonable accommodations for the following:
- Victims of domestic violence, sex offenses or stalking;
- Pregnancy, childbirth or a related medical condition;
- Religious needs; and
For more details and employer obligations under the new mandate, please click here.
The information included in this blog post originally appeared in a Jackson Lewis publication on September 25, 2018, written by Richard I. Greenberg, Daniel J. Jacobs, and Francis P. Alvarez.