Senate Bill S4513

2019-2020 Legislative Session

Relates to unlawful discriminatory practices relating to employers

download bill text pdf

Sponsored By

Archive: Last Bill Status - In Senate Committee Investigations And Government Operations 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-S4513 (ACTIVE) - Details

See Assembly Version of this Bill:
A7220
Current Committee:
Senate Investigations And Government Operations
Law Section:
Executive Law
Laws Affected:
Add §296-e, Exec L
Versions Introduced in 2021-2022 Legislative Session:
A1963

2019-S4513 (ACTIVE) - Summary

Makes it unlawful for an employer to fail to take immediate and appropriate corrective action when he or she knows of a non-employee sexually harassing certain employees.

2019-S4513 (ACTIVE) - Sponsor Memo

2019-S4513 (ACTIVE) - Bill Text download pdf 

                            
 
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                   4513
 
                        2019-2020 Regular Sessions
 
                             I N  S E N A T E
 
                              March 13, 2019
                                ___________
 
 Introduced  by  Sen. KRUEGER -- read twice and ordered printed, and when
   printed to be committed to the Committee on Investigations and Govern-
   ment Operations
 
 AN ACT to amend the executive law, in relation to unlawful discriminato-
   ry practices relating to employers
 
   THE PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND  ASSEM-
 BLY, DO ENACT AS FOLLOWS:
 
   Section  1. The executive law is amended by adding a new section 296-e
 to read as follows:
   § 296-E. UNLAWFUL DISCRIMINATORY PRACTICES RELATING TO  EMPLOYERS.  1.
 IT  SHALL BE AN UNLAWFUL DISCRIMINATORY PRACTICE FOR AN EMPLOYER TO FAIL
 TO TAKE IMMEDIATE AND APPROPRIATE CORRECTIVE ACTION WHEN  SUCH  EMPLOYER
 KNOWS,  OR  SHOULD HAVE KNOWN, OF INSTANCES OF SEXUAL HARASSMENT BY NON-
 EMPLOYEES TOWARD EMPLOYEES, APPLICANTS, UNPAID INTERNS OR VOLUNTEERS, OR
 PERSONS PROVIDING SERVICES PURSUANT TO A CONTRACT OF SUCH WORKPLACE.
   2. IN REVIEWING SUCH INSTANCES OF SEXUAL HARASSMENT BY  NON-EMPLOYEES,
 THE  EXTENT OF SUCH EMPLOYER'S CONTROL AND ANY POTENTIAL LEGAL RESPONSI-
 BILITY THAT HE OR SHE MAY HAVE WITH RESPECT TO THE CONDUCT OF SUCH  NON-
 EMPLOYEES SHALL BE TAKEN INTO CONSIDERATION.
   3.  AN EMPLOYER SHALL TAKE ALL REASONABLE STEPS TO PREVENT SUCH SEXUAL
 HARASSMENT FROM OCCURRING.
   4. IN ESTABLISHING THAT SUCH SEXUAL HARASSMENT HAS OCCURRED, IT  SHALL
 NOT BE REQUIRED TO PROVE A LOSS OF TANGIBLE JOB BENEFITS.
   § 2. This act shall take effect immediately.
 
 
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.
                                                            LBD09773-01-9

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