Harassment Law Game Changer - HR's Sample Notice to Employees

Attention Business Owners and HR

Lieb Compliance has solved your immediate need to protect your company against the new NYS Workplace Harassment Standard - see below.

Alert: Workplace harassment / discrimination standard reduced to permit claims for acts only rising above "petty slights" or "trivial inconveniences."

Act Now: You must act swiftly to advise your teams that absolutely no conversations, pictures or actions will be allowed that are related to anyone's demographics (age, race, creed, color, national origin, sexual orientation, gender identity or expression, military status, sex, disability, predisposing genetic characteristics, familial status, marital status, domestic violence victim status, and religion)

To Do: Send this email to your team NOW!

"To Our Team:

As you are aware, this company firmly believes that discrimination and harassment is contrary to the values we promote in the workplace and is detrimental to our success as a company. With the passing of new laws in New York State strengthening anti-discrimination and anti-harassment protections, we are taking this opportunity to reiterate our zero tolerance policy to harassment and discrimination in the workplace. Any acts or comments that you may think are trivial inconveniences or petty slights, but may be perceived by an employee to be based on or related to his or her demographics (i.e., age, race, creed, color, national origin, sexual orientation, gender identity or expression, military status, sex, disability, predisposing genetic characteristics, familial status, marital status, domestic violence victim status, and religion) will not be tolerated.

You are our "first line of defense" and must take proactive roles in ensuring that our work environment remains free of discrimination and harassment. If  you think an employee may perceive a comment or act - even if it is isolated - to be related to his or her demographics, you should refrain from making such comment or taking such action. In addition, if you witness such conduct or are informed that such conduct occurred, you should immediately report the conduct to your boss, manager, HR team or business owner. Upon receiving your report, an investigation will be conducted promptly and any and all corrective action will ensue.

We are currently in the process of updating our formal policies and workplace discrimination trainings in light of the new law and we anticipate circulating such policies and conducting updated training for all employees in the near future. If you have any questions related to our anti-discrimination or anti-harassment policy you are encouraged to contact your boss or HR. Thank you for your continued partnership in keeping our workplace void of discrimination and harassment.

Again, we need you to keep our workplace free from harassment and discrimination."

Note: This is sample language meant to be a general notice to be distributed to employees in the workplace and is not intended to address any specific situations in the workplace. Any such situations or questions should be directed to employment counsel.

Visit discriminationpreventiontraining.com to keep your company safe from discrimination claims while maintaining a safe workplace for all.

Breaking News - Workplace Anti-Discrimination Laws Updated in NYS

Attention Employers and HR!!!!

A08421 has passed both houses and is headed to the Governor to change discrimination laws in NYS forever.

The legislation does the following:

• Changes the severe or pervasive standard of harassment to a very low standard of more than petty slights or trivial inconveniences;

• Eliminates part of the Faragher/Ellerth affirmative defense to a lawsuit by making the fact that the employee did not make a complaint about the harassment to the employer not determinative as to liability;

• Extends protection for non-employees in the workplace to all protected classes;

• Allows courts to award attorney's fees on all claims of employment discrimination, and allow for punitive damages in employment discrimination cases against private employers;

• Provide that the Human Rights Law is to be construed liberally for remedial purposes, regardless of how federal laws have been construed;

• Prohibit mandatory arbitration clauses for discrimination claims;

• Prohibit non-disclosure agreements in any settlement for a claim of discrimination, unless it's the complainant's preference;

• Provide that any term or condition in a non-disclosure agreement is void if it prohibits the complainant from initiating or participating in an agency investigation or disclosing facts necessary to receive public benefits;

• Require that employees be notified that non-disclosure agreements in employment contracts cannot prevent them from talking to the police, the Equal Employment Opportunity Commission (EEOC), the State Division of Human Rights or a similar local entity, or a lawyer;

• Extend the authority of the Attorney General to prosecute certain civil and criminal cases of discrimination against all protected classes;

• Require the Department of Labor and the Division of Human Rights to evaluate the impact of the model sexual harassment prevention policy every four years and update the policy as needed;

• Require any term or condition in a non-disclosure agreement be provided in writing to all parties, in plain English and the primary language of the complainant;

• Require the commissioner of the Labor Department to prepare templates of the model policy in languages other than English;

• Require every employer to provide employees with their sexual harassment policy in English or their primary language when they are hired and during training; and

• Extend the statute of limitations to file a sexual harassment complaint with the Division of Human Rights from one year to three years.

Visit discriminationpreventiontraining.com to keep your company safe from discrimination claims while maintaining a safe workplace for all.

Are attorneys' fees still available to a residential landlord in an eviction proceeding?

On June 14, 2019, rental laws throughout the state were changed forever. We will be updating our network in the weeks ahead of those changes. In the interim, we pose the question - Are attorneys' fees still available to a residential landlord in an eviction proceeding?

Sometimes when lots of laws get changed all at once there emerge errors in draftsmanship, which create litigation events to clarify the meaning of the laws. When it comes to attorneys' fees for a landlord, a conflict has emerged in the language of the new laws.

On the one hand, new RPL §702 states: Rent in a residential dwelling. In a proceeding relating to a residential dwelling or housing accommodation, the term "rent" shall mean the monthly or weekly amount charged in consideration for the use and occupation of a dwelling pursuant to a written or oral rental agreement. No fees, charges or penalties other than rent may be sought in a summary proceeding pursuant to this article, notwithstanding any language to the contrary in any lease or rental agreement.

On the other hand, amended RPL §234 states, in new language, that "[a] landlord may not recover attorneys' fees upon a default judgment." 

As such, RPL §234 implicitly recognizes the availability of attorneys' fee for a litigated summary proceeding. However, RPL §702 provides that no fees may be sought except for rent. Attorneys' fees are by their very nature a fee and hence the conflict. 

Ironically, the limitation on landlords' ability to recover attorneys' fees in a default judgment may be the basis that there ability to recover attorneys' fee in a litigated matter remains after the amended laws. However, only a Judge can decide this one and we will watch to see how the courts resolve the issue.