It's time to address your policies and practices related through your employee handbooks and internal procedures.
A quick overview provided by Hodgson Russ LLP (Attorneys):
Equal Pay - "pay differentials may be based upon "a bonafide factor other than sex, such as education, training, experience. However any such differential must be job related and consistent with business necessity and cannot be based upon gender."  This bill further stresses that "employers cannot prohibit employees from inquiring about, discussing or disclosing wages of such employee or another employee".

Sex Discrimination - The change now is that a "prevailing plaintiff in a sex discrmination case can recover attorneys' fees.  Successful respondents may also recover attorneys fees in cases where they can demonstrate that the claim was frivolous.  Previously such awards were not available under Human Rights Law."

Pregnancy-Related Accommodations - employers must provide "reasonable accomodations to employees with pregnancy-related medical conditions, defined as a medical condition related to pregnancy or childbirth that inhibits the exercise of a  normal bodily function or is demonstrable by medically accepted clinical or lab diagnostic techniques."  The employee must cooperate by providing the usual medical verification for temporary disabilities in order to be considered for such accommodation.

NEW Protected category status - "Familial Status refers to the state of being pregnant, having a child, acquiring legal guardianship of a child."

So what do you need to do? Take Action!
Check your pay practices for internal equity
Review policies and handbooks for wording changes
Ensure procedures are modified accordingly
Ensure job descriptions are up to date, consistent and compliant

As always, if I can assist with any of this, please contact me!
jbm@jbmconsultingonline.com
716-946-8381  OR live chat see below.
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