On March 13, 2013, the New York City Council overrode Mayor Bloomberg’s veto of a new Local Law that amends the New York City Human Rights Law (“NYCHRL”) to prohibit discrimination against job applicants based on their unemployment status. The new Local Law provides expansive whistleblower/retaliation protections to employees and is set to take effect on June 11, 2013.
The Local Law covers “employers” employing at least four persons (including independent contractors), as well as “employment agencies” seeking to procure employees or opportunities to work. By amending the NYCHRL, the new Local Law includes retaliation/whistleblowing protections for employees who:
- oppose any practice made unlawful by the new Local Law;
- file a complaint, testified, or assisted in any proceeding under the new Local Law;
- commence a civil action under the new Local Law;
- assist the New York City Human Rights Commission (“Commission”) or the corporation counsel in an investigation pursuant to the new Local Law; or
- provide any information to the Commission under the terms of a conciliation agreement made pursuant to the new Local Law.