Assembly Bill A7167

2019-2020 Legislative Session

Relates to prohibiting sexual harassment

download bill text pdf

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Archive: Last Bill Status - In Assembly Committee


  • Introduced
    • In Committee Assembly
    • In Committee Senate
    • On Floor Calendar Assembly
    • On Floor Calendar Senate
    • Passed Assembly
    • Passed Senate
  • Delivered to Governor
  • Signed By Governor

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2019-A7167 (ACTIVE) - Details

See Senate Version of this Bill:
S3377
Current Committee:
Assembly Governmental Operations
Law Section:
Executive Law
Laws Affected:
Amd §§296 & 292, Exec L

2019-A7167 (ACTIVE) - Summary

Prohibits sexual harassment by employers.

2019-A7167 (ACTIVE) - Bill Text download pdf

                            
 
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                   7167
 
                        2019-2020 Regular Sessions
 
                           I N  A S S E M B L Y
 
                              April 10, 2019
                                ___________
 
 Introduced  by M. of A. ROZIC -- read once and referred to the Committee
   on Governmental Operations
 
 AN ACT to amend the executive law, in relation to unlawful discriminato-
   ry practices involving sexual harassment
 
   THE PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND  ASSEM-
 BLY, DO ENACT AS FOLLOWS:

   Section  1.    Section  296  of the executive law is amended by adding
 three new subdivisions 1-b, 22 and 23 to read as follows:
   1-B. IT SHALL BE AN UNLAWFUL DISCRIMINATORY PRACTICE FOR  AN  EMPLOYER
 TO:
   (A)  ENGAGE  IN  UNWELCOME  SEXUAL ADVANCES TOWARDS, MAKE REQUESTS FOR
 SEXUAL FAVORS FROM, OR ENGAGE IN OTHER VERBAL OR PHYSICAL CONDUCT  OF  A
 SEXUAL OR SEX-BASED NATURE WITH AN EMPLOYEE WHEN: (I) SUBMISSION TO SUCH
 CONDUCT  IS  MADE EITHER EXPLICITLY OR IMPLICITLY A TERM OR CONDITION OF
 AN INDIVIDUAL'S EMPLOYMENT; (II) SUBMISSION  TO  OR  REJECTION  OF  SUCH
 CONDUCT  BY  AN INDIVIDUAL IS USED AS THE BASIS FOR EMPLOYMENT DECISIONS
 AFFECTING SUCH INDIVIDUAL; OR (III) SUCH  CONDUCT  HAS  THE  PURPOSE  OR
 EFFECT  OF INTERFERING WITH AN INDIVIDUAL'S WORK PERFORMANCE BY CREATING
 AN INTIMIDATING, HOSTILE, OR OFFENSIVE WORKING ENVIRONMENT.
   (B) FOR THE PURPOSES OF THIS SUBDIVISION, "EMPLOYER" SHALL INCLUDE ANY
 INDIVIDUAL WHO MAY HIRE, TRANSFER, SUSPEND, LAY  OFF,  RECALL,  PROMOTE,
 DISCHARGE, ASSIGN, REWARD, OR DISCIPLINE OTHER EMPLOYEES, OR HAS RESPON-
 SIBILITY TO DIRECT THEM OR EFFECTIVELY RECOMMEND SUCH ACTION, IF THE USE
 OF  SUCH  AUTHORITY  IS  NOT  MERELY  ROUTINE OR CLERICAL IN NATURE, BUT
 REQUIRES THE USE OF INDEPENDENT JUDGMENT.
   22. IN ANY CASE BROUGHT PURSUANT TO THE PROVISIONS OF THIS ARTICLE  ON
 THE  BASIS OF SEX OR SEXUAL HARASSMENT ONLY, WHERE A PERSON ALLEGES THAT
 A COVERED ENTITY HAS DEPRIVED SUCH PERSON OF EQUAL TERMS AND  CONDITIONS
 OF  EMPLOYMENT,  LIABILITY  FOR SUCH ALLEGED UNLAWFUL DISCRIMINATORY ACT
 SHALL ATTACH WHERE THE COMPLAINANT OR PLAINTIFF  DEMONSTRATES  THAT  THE
 CONDUCT  COMPLAINED OF WAS MOTIVATED IN WHOLE OR IN PART BY THE PERSON'S
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.
              

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