New York City Requires Cooperative Dialogue in Response to Employee Accommodation Requests

Effective October 15, 2018, New York City employers with four or more employees will be required to engage in a “cooperative dialogue” in response to employee accommodation requests for the following: disability-related accommodations; religious accommodations; accommodations related to pregnancy, childbirth or a related medical condition; and for the needs of a victim of domestic violence, sex offenses or stalking.

Failure to engage in the cooperative dialogue process (including issuing a final written determination to the employee identifying any accommodation granted or denied) constitutes an unlawful discriminatory practice under the New York City Human Rights Law. 

Please click here to read our latest LEGALcurrents® alert for more detailed information about the new requirements and our recommendations.

Harter Secrest & Emery’s Labor and Employment Law attorneys have extensive experience helping employers comply with the various federal, state, and local reasonable accommodation requirements—and we can help you comply with these new requirements. Please do not hesitate to contact any member of our firm’s Labor and Employment Practice Group at (585) 232-6500. 

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