This bill amends New York's Executive Law to authorize punitive damages specifically for victims of sexual harassment in employment and housing discrimination cases. It directly affects individuals who have experienced sexual harassment by requiring employers or housing providers found liable to pay punitive damages beyond compensatory damages. The key provision adds "punitive damages, in cases of sexual harassment only" to the remedies available under the law, while maintaining a $10,000 cap for punitive damages in housing discrimination cases. This change clarifies that victims can seek punitive damages through court actions after filing administrative complaints, without needing to exhaust all administrative remedies first.
Provides that certain communications made without malice regarding an incident of sexual assault, harassment or discrimination shall be deemed privileged; provides that a prevailing defendant in an action brought against such defendant for making a communication that is privileged shall be entitled to attorney's fees and costs for such defense.
Enacts "Lindsey's law" criminalizing the disclosure of confidential government records by a public employer as retaliation for a victim making a sexual harassment complaint or claim.
This bill (A 7187, "No Right Time Act") prevents employers from penalizing employees who delay reporting workplace sexual harassment. It prohibits discrimination against workers for not reporting harassment immediately and extends the filing deadline for claims. Employees can now file lawsuits within three years of reporting to their employer or three years after leaving the job, whichever is later. The law directly affects workers who experience sexual harassment and employers who might have used delayed reporting as grounds for retaliation.
This bill creates a new class B misdemeanor crime for incarcerated individuals who harass facility employees. It specifically prohibits three actions: displaying intimate body parts in view of staff, causing employees to be exposed to such displays, or threatening to expose bodily fluids (blood, urine, etc.). The law directly affects correctional facility staff, parole board employees, mental health personnel, probation officers, and police officers working in these settings. Violations carry penalties of up to 90 days in jail. The bill focuses solely on protecting staff within correctional facilities and related agencies, without altering broader sentencing or release policies.
Provides that the court shall not reduce jury awards as excessive in employment discrimination actions unless the court finds exceptional circumstances which compel the conclusion that the jury was influenced by partiality, prejudice, mistake or corruption or that remittitur or additur is necessary to avoid a complete miscarriage of justice.
This bill mandates that all state employees complete annual bystander intervention training focused on preventing sexual harassment. The training, to be developed by a state division, teaches employees how to safely intervene in situations that could lead to harassment. It directly affects every state employee, requiring them to participate in this training each year. The law would take effect 90 days after becoming effective.
Increases the monetary penalties for the crimes of aggravated harassment in the first or second degrees or for discrimination; provides that such penalty shall be not less than five hundred dollars nor more than twenty-five hundred dollars for the first violation and not less than twenty-five hundred dollars nor more than twelve thousand five hundred dollars for each subsequent violation.
Relates to the statute of limitations for actions based on discriminatory practices in employment; establishes action must be commenced within six years.
Includes the throwing, tossing or expelling of saliva at or on an employee of a correctional facility within the crime of aggravated harassment of an employee by an incarcerated individual.
