Bill > S03371

This bill, effective January 1, 2027, prohibits discrimination against individuals who are actual or perceived victims of domestic violence, sex offenses, or stalking, and mandates training on this issue. It amends existing laws to define "sex offense" as an offense described in Article 130 of the penal law and "stalking" as various degrees of stalking as defined in sections 120.45 through 120.60 of the penal law. The bill makes it unlawful for employers or licensing agencies to refuse to hire, employ, license, or to discriminate in compensation or terms of employment based on an individual's status as a victim of domestic violence, a sex offense, or stalking, or any perceived status as such. It also prohibits employers from making inquiries or circulating statements that express such discrimination, with an exception for inquiries made to provide assistance or reasonable accommodation. Employers will be required to provide reasonable accommodations to employees who are victims of domestic violence, sex offenses, or stalking, which may include time off for reasons such as seeking medical attention, obtaining services from shelters or crisis centers, attending counseling, safety planning, or participating in legal proceedings, unless such accommodations would cause undue hardship to the employer. The bill also requires employers to engage in a cooperative dialogue with employees requesting accommodations and clarifies the types of certification that can be required to prove victim status, including police or court records, corroborating evidence from the court or prosecuting attorney, or documentation from various professional service providers. Furthermore, the bill mandates that employers adopt or update their sexual harassment prevention policies and training programs to include guidance on workplace protections for victims of domestic violence, sex offenses, and stalking, with specific requirements for the content of these policies and training to explain discrimination, provide examples of unlawful conduct, and inform employees of their rights and available remedies.

Government Affairs

https://www.nysenate.gov/legislation/bills/2025/S3371