BERS quarterly implementation report on Plan to promote the values of diversity, equity, Inclusion, and respect for all, and increase employees’ familiarity with the EEO Policy. Implementation of Principal Strategies to enhance DEI and EEO.
BERS Annual Plan to Promote the values of Diversity, Equity, Inclusion, and respect for all, and Increase employees’ familiarity with the EEO Policy.
Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace, Community, and Race Relations.
This report is compiled in accordance with the requirements of Section 23-1202 of the New York City Administrative Code, which requires the Chief Privacy Officer to submit a quarterly report containing an anonymized compilation or summary of such disclosures to the Speaker of the City Council.
In FY 2021, 10,618 claims and lawsuits against New York City were resolved for $933.7 million.[2] Claims data is depicted in the composite bar graphs and further explained in the report.
The auditors found that CCHR complied with Local Law 25. CCHR’s website includes a translation feature at the top of the page for viewing text and essential information of the website in various languages, including the top 10 designated NYC LEP languages.
The auditors found that CCHR complied with Local Law 120 of 2020. CCHR developed the required anti-discrimination poster, also known as the Notice of Rights poster, which provides information on the forms of discrimination prohibited by the City Human Rights Law including age discrimination...
The DDC FY'2022 Diversity and EEO Plan is a report of accountability for the culture, development, enhancement and equal treatment of all Agency employees. The strive for the excellent leadership is represented by DDC professionals ensuring the dedication of diversity for all employees.
The NYC Department of Design & Construction is committed in enforcing the rights and protection for all employees. The development of EEO Policy and NYC Human Rights Laws are important for the equal treatment as well as to strive for the greatest diversity in the workplace of the agency.
A report on the agency's efforts during the previous quarter to implement its annual, Charter-mandated diversity plan, including details of efforts to implement equal employment practices, for minority group members, women and members of other groups who work for the City, or seek City employment.
Commissioner Carmelyn P. Malalis and other members of the New York City Commission on Human Rights senior staff periodically testify before the City Council on issues involving the Commission and the NYC Human Rights Law. Testimony from Calendar Year 2021.
The New York City Commission on Human Rights (“The Commission”) submits this Language
Access Policy and Implementation Plan pursuant to Local Law 30 of 2017. This document is
updated as of May 2021.
"Five Things You Need to Know" - Lawful Source of Income Factsheet for Tenants. The NYC Commission on Human Rights protects you from lawful source of income discrimination in housing.
Brokers, real estate agents, and owners cannot treat current or prospective tenants differently or refuse to rent to them because they receive subsidies or vouchers. This FAQ factsheet will help brokers meet your obligations as a real estate agent.
Report related to the collection, retention, and disclosure of identifying information by the Commission and any contractors or subcontractors utilized by the Commission.
The plan to communicate our dedication to equity, diversity, and inclusion to all employees. Reports to DCAS the steps taken to comply with all legal mandates to eliminate employment discrimination in the City of New York.
The Commission's Office of the Chair (OC) is responsible for issuing final Decisions and Orders after a trial and interim orders on issues that may arise before trial. These are the decisions for Calendar Year 2020.
Commissioner Carmelyn P. Malalis and other members of the New York City Commission on Human Rights senior staff periodically testify before the City Council on issues involving the Commission and the NYC Human Rights Law. Testimony from Calendar Year 2020.
Factsheet covers protections in employment, housing, and public accommodations on the basis of actual or perceived immigration status or national origin.
NYC COMMISSION ON HUMAN RIGHTS ANNOUNCES NEW LEGAL ENFORCEMENT GUIDANCE AND ACTIONS AGAINST DISCRIMINATION BASED ON IMMIGRATION STATUS AND NATIONAL ORIGIN
KEY CHANGES TO THE COMMISSION’S RULES OF PRACTICE
As of September 6, 2019, new rules of practice go into effect governing the management, investigation, and litigation of cases at the Commission.
By law, businesses must make single-occupant bathrooms available for persons of any gender. A sign must be posted near the bathroom's entrance indicating that it is open to all genders.
Employers: What You Need to Know About Social Security Administration No-Match Letters. Taking an adverse action against an employee due to a discrepancy, such as putting an employee on leave or terminating employment, could violate the NYC Human Rights Law (NYCHRL).
The Commission's Office of the Chair (OC) is responsible for issuing final Decisions and Orders after a trial and interim orders on issues that may arise before trial. These are the decisions for Calendar Year 2019.
The Commission on Gender Equity 2018 Annual Report covers the twelve month period from January through December 2018 and presents the goals for January through December 2019.
All employers are required to provide written notice of employees’ rights under the Human Rights Law both in the form of a displayed poster and as an information sheet distributed to individual employees at the time of hire. This document satisfies the information sheet requirement.
The Cities Thrive Mental Health Coalition stood with Senator Debbie Stabenow (D-MI), Senator Roy Blunt (R-MO), Congresswoman Doris Matsui (D-CA), and Congressman Markwayne Mullin (R-OK) today as they reintroduced the Excellence in Mental Health and Addiction Treatment Expansion Act.