New York Legal Resource Library
New York Workplace Rights Guide
A free, fully cited reference to hostile work environment, sexual harassment, disability discrimination and retaliation law in New York: federal, State and City.
This is a reference library on New York workplace law. It covers four subjects: hostile work environment, sexual harassment, disability discrimination and accommodation, and retaliation. It is written for anyone who needs to understand them: an employee still in the job, a person who just quit or was fired, a witness, a manager, an HR officer or a small employer. Each page answers one question in plain English, and every statement of law is footnoted to the statute, regulation, court decision or agency publication it comes from.
Three layers of law, kept apart
A New York workplace can be covered by federal law, New York State law and New York City law at the same time, and each has its own place to file.[1] The layers do not say the same thing, so every page names the layer it is describing.
- Who is covered. Federal Title VII covers employers with 15 or more employees.[2] The New York State Human Rights Law covers all employers within the State.[3] Most employment provisions of the New York City Human Rights Law exclude an employer with fewer than four persons.[4]
- The legal test. Federal law asks whether harassment was severe or pervasive.[5] State law makes harassment unlawful whether or not it would be considered severe or pervasive.[6] City law asks whether a person was treated less well because of a protected characteristic.[7]
- The time limit. A federal Title VII charge is due within 300 days in New York; a State Division of Human Rights complaint within three years; a City Commission complaint within one year, or three years for gender-based harassment.[8][9][10][11]
A reader who takes a federal rule for the State or City rule can reach the wrong answer on any of these points. The three layers of law explains how they fit together.
How the library is organized
Part 1, Know Your Rights, sets out what the law says on each of the four subjects. Part 2, Weigh Your Options, covers time limits, the agencies, internal complaints, evidence, and the special rules for public employees, union members and others. Part 3, Take Action, covers what a claim can recover, settlements and severance, lawsuits, lawyers and where to find help.
How the citations work
A small bracketed number after a sentence links to the source behind it, and each page ends with a numbered list of sources you can open and read. Each page states the law from the text of federal, New York State and New York City legislation, court decisions and official agency pages as they stood on the review date shown at the top of the page. Where the law does not answer a question, the page says so. Rules that changed recently, and common statements that no longer match the law, are collected in what changed, 2018 to 2026 and fifteen myths about workplace rights.
Start here
- What is a hostile work environment under New York law?
- What counts as sexual harassment in New York?
- Disability discrimination at work in New York: an overview
- What is workplace retaliation?
- Every deadline for a New York workplace claim, in one table
- A decision checklist: ten questions before you act
The federal charge period and the State Division period above are counted from the alleged unlawful practice.[10][9] A first call or online report to the State Division or the City Commission is not yet a filed complaint.[12][13] If something has already happened, read the deadlines page first.
Part 1
Know Your Rights
What federal, New York State and New York City law actually say about harassment, hostile work environments, disability and retaliation, in plain English, with the statute or case behind every statement.
How New York workplace law is organized
Three layers of law can apply to a New York job at once. Start here to see which ones cover you.
- Federal, State and City: the three layers of law that protect New York workersTitle VII and the ADA, the State Human Rights Law, and the City Human Rights Law overlap. How they fit together and why the differences matter.
- Is my employer covered? Employee-count rules under each lawTitle VII and the ADA start at 15 employees. New York State covers every employer. New York City generally starts at four persons, with exceptions.
- Who is protected: employees, independent contractors, interns and domestic workersNew York protects more than W-2 employees. What the statutes say about contractors, freelancers, interns, vendors and domestic workers.
- Protected characteristics under federal, State and City lawThe characteristics listed in Title VII, the ADA and the ADEA, the State Human Rights Law and the City Human Rights Law, side by side, including those found only in the State or City list.
- The New York State Human Rights Law, explainedA plain-English tour of Executive Law article 15: who it covers, what it prohibits, and how it is enforced.
- The New York City Human Rights Law, explainedAdministrative Code title 8 has to be read liberally for its "uniquely broad and remedial purposes." What it covers and why courts analyze it separately.
- Title VII of the Civil Rights Act for New York workersThe federal layer: what Title VII prohibits, who it covers, and how it differs from New York State and City law.
- Does New York law apply if I work remotely or live out of state?The "impact" test courts use to decide whether the State and City Human Rights Laws reach a job outside New York.
- At-will employment in New York and its limitsA job with no fixed term can be ended for any reason or none, unless a statute, the constitution or an express contract term forbids it.
- Unfair or illegal? When bad treatment at work breaks the lawA harsh boss is not necessarily an unlawful one. How to tell which kind of mistreatment the law reaches.
- What changed: New York workplace law, 2018 to 2026Federal, State and City changes from 2018 to October 2026, in date order.
- Fifteen myths about workplace rights in New YorkHR is required to keep it confidential, you need a witness, you have to quit first, and other things people believe.
- Glossary of New York employment discrimination termsAdverse action, cooperative dialogue, right-to-sue notice and about a hundred other terms, each tied to its source.
Hostile work environment
What the phrase means legally, and why the test in New York is different from the federal one.
- What is a hostile work environment under New York law?The legal meaning is narrower than the everyday one, and the federal, State and City tests differ.
- "Severe or pervasive": the federal test New York abandonedFederal courts still require severe or pervasive conduct. New York State dropped that requirement for claims accruing on or after October 11, 2019, and since 2009 courts have held it does not decide liability under the City Human Rights Law.
- The "petty slights or trivial inconveniences" defenseThe floor under State and City harassment claims: an affirmative defense, and how courts have drawn the line.
- The federal hostile work environment test under Title VIIObjective and subjective, totality of the circumstances: how federal courts in New York decide these claims.
- New York City's "treated less well" standardUnder the City Human Rights Law the question is whether you were treated less well because of a protected characteristic.
- Examples of a hostile work environmentConduct that statutes, courts and agencies have identified, and conduct they have said is not enough.
- Can a single incident be enough?Under federal law, only if it is extraordinarily severe. State and City law do not require severe or pervasive conduct, and City courts say even a single comment may be actionable in context.
- Hostile environments based on race, religion, national origin, age or disabilityHarassment law is not limited to sex. How the same tests apply to every protected characteristic.
- Supervisor or coworker: when the employer is legally responsibleWho did it changes the rule. Federal, State and City law each answer differently.
- Harassment by customers, clients, patients or vendorsAn employer can be liable for harassment by people who do not work for it.
- Can I sue my boss personally?Not under Title VII. Sometimes under State and City law.
- Workplace bullying vs. illegal harassmentAnti-discrimination law does not ban bullying as such. When bullying is still unlawful.
- Constructive discharge: when quitting counts as being firedWhen a resignation is treated as a firing, and what courts require.
- Do I have to report to HR before I can bring a claim?Federal law can penalize not reporting. State law says it is not determinative. City law has no such defense.
- Old incidents and the continuing violation ruleWhen conduct outside the deadline can still be part of a hostile environment claim.
- Harassment by text, chat, email and video callWhat the State's model policy says about texts, chats and video calls, and how each law's test applies.
Sexual harassment
Definitions, employer duties, and the New York rules on policies, training, NDAs and arbitration.
- What counts as sexual harassment in New York?The legal definitions under State, City and federal law, with the examples the State's own model policy gives.
- Quid pro quo harassmentWhen a job benefit is conditioned on sexual conduct.
- What New York employers must do: policy, training and noticesEvery New York employer needs a written policy and annual interactive training. New York City adds its own rules.
- Inside New York State's model sexual harassment prevention policyWhat the State's model policy says, section by section, and how to use it.
- Same-sex harassment and harassment based on gender identity or sexual orientationSame-sex harassment and harassment based on sexual orientation or gender identity under federal, State and City law.
- Harassment at work events, on business trips and after hoursWhat the State's model policy and each law say about work events, business trips and after-hours messages.
- NDAs and confidentiality in sexual harassment and discrimination settlementsNew York limits when an employer can require silence, and gives you time to decide.
- Can I be forced into arbitration?A 2022 federal law lets people with sexual harassment or assault claims choose court.
- When workplace sexual misconduct is also a crimeUnwanted touching can be a criminal offense as well as a civil claim. How the two systems differ.
- Civil deadlines for sexual assault: the Adult Survivors Act and the laws that followedThe Adult Survivors Act window is closed. What time limits apply now, and the New York City claim added in 2026.
- New York City's Gender-Motivated Violence Protection ActA City law that lets survivors of gender-motivated violence sue, including parties who enabled it.
- Retaliation after reporting sexual harassmentPunishing someone for reporting is a separate violation, even if the underlying complaint is not proven.
- If you witness harassment: bystanders, coworkers and supervisorsWitnesses are protected from retaliation, and supervisors have duties of their own.
- Tipped workers, retail, hospitality and domestic workHow the law applies in workplaces with customers, tips and small or household employers.
Disability discrimination and accommodation
Who counts as having a disability, what an employer has to do about it, and how medical leave fits in.
- Disability discrimination at work in New York: an overviewThree laws can apply at once: the ADA, the State Human Rights Law and the City Human Rights Law. What each covers and where they differ.
- What counts as a disability under the ADA, State and City lawThree definitions, three different thresholds. A condition that is not an ADA disability may still be protected in New York.
- Reasonable accommodation: what you can ask for and what an employer must doThe duty to accommodate under each law, and the limits on it.
- How to request an accommodationEEOC guidance says no special words are required. What starts the employer's duty and what it may ask for.
- The interactive process and New York City's cooperative dialogueWhat each law expects after an accommodation request. In New York City, failing to hold a cooperative dialogue is its own violation.
- Undue hardship: when an employer can say noWhat undue hardship means under each law and the factors each lists. The City law puts the burden of proving it on the employer.
- Medical leave as an accommodationTime off can be an accommodation, including after other leave runs out. What the cases say about open-ended leave.
- Remote work, schedule changes and reassignmentRemote work, modified schedules and reassignment: what each layer of law says.
- Mental health conditions: depression, anxiety, PTSD and the lawPsychological conditions are covered. Disclosure, accommodation and privacy rules.
- Can my employer ask about my health or require a medical exam?What can be asked before an offer, after an offer and during employment, and who can see the answers.
- Fired while out sick or on medical leaveBeing on leave does not make you untouchable, but the reason for the firing matters.
- Pregnancy, childbirth and lactation accommodationsFederal, State and City law each require accommodation of pregnancy-related conditions.
- FMLA, Paid Family Leave, disability benefits and sick leave: how they fit togetherSix leave laws can apply when you or a family member is ill or pregnant. A side-by-side comparison.
- Addiction, alcoholism and medical cannabisRecovery is protected. Current illegal drug use generally is not. Cannabis has its own New York rules.
- Harassment because of a disabilityMockery, intrusive questions and hostility about a condition can be unlawful harassment.
- "Regarded as" disabled, and discrimination because of a family member's disabilityBeing seen as disabled, a past condition, or a relative's disability can each be protected.
- Disability discrimination in hiringApplication questions, interviews, medical exams and withdrawn offers.
- Temporary injuries, surgery and short-term conditionsA short-term injury can be a disability under federal, State and City law. The tests differ.
Retaliation and whistleblowing
The basis cited in more EEOC charges than any other: what activity is protected and what counts as punishment for it.
- What is workplace retaliation?Retaliation is its own violation. Three questions run through every claim.
- Protected activity: what you are protected for doingComplaining, opposing, testifying, requesting an accommodation, refusing to take part.
- What counts as retaliation: firing, demotion and less obvious punishmentThe federal "materially adverse" test, the City "reasonably likely to deter" test, and what the State statute says.
- Proving retaliation: timing, causation and pretextHow courts decide whether the complaint caused the punishment.
- Retaliation under the New York City Human Rights LawThe City test: conduct reasonably likely to deter protected activity, with no firing or demotion required. Set beside the federal and State rules.
- New York's whistleblower law: Labor Law § 740Since January 2022 the law protects employees who report what they reasonably believe is illegal.
- Health care workers: Labor Law § 741A separate State statute for health care staff who report improper patient care or workplace safety.
- Retaliation for wage complaints: Labor Law § 215Protection for complaining about pay, hours or any Labor Law violation, including to your boss.
- Public employee whistleblowers: Civil Service Law § 75-bDifferent rules for government workers.
- Retaliation for taking sick leave, family leave or filing a workers' compensation claimEach leave law carries its own anti-retaliation rule and its own deadline.
- Fired for something you did off the clock: Labor Law § 201-dPolitical activity, legal recreational activity, cannabis use and union membership outside work.
- Talking with coworkers about pay and working conditionsState law protects wage discussions, and federal labor law protects group activity even without a union.
- Retaliation after the job ends: references, lawsuits and blacklistingTitle VII and New York State's whistleblower law cover former employees; what counts as retaliation after the job ends.
- Retaliation against witnesses, family members and coworkersWitnesses and supportive coworkers are named in the federal, State and City retaliation clauses; federal law also reaches reprisals against someone close to the person who complained.
- Threats about immigration statusNew York State Labor Law §§ 215 and 740 name threats to report a worker's or family member's immigration status as retaliation.
- Federal whistleblower laws: OSHA, the False Claims Act, SOX and Dodd-FrankShort deadlines and different agencies. A map.
- Retaliation and whistleblower deadlines comparedFrom 30 days to several years, depending on the statute.
Part 2
Weigh Your Options
Deadlines, the agencies, internal complaints, evidence, and the special rules for public employees, union members and others. How the process actually works before you decide anything.
Deadlines and where to file
An early decision is where to file, and each choice has its own clock.
- Every deadline for a New York workplace claim, in one tableFrom 30 days to four years. The time limit for each law and each forum.
- EEOC, State Division, City Commission or court: choosing where to fileFour doors, different rules behind each. A side-by-side comparison.
- Election of remedies: why filing with an agency can close the courthouse doorUnder State and City law, filing a complaint with the agency generally gives up a lawsuit on the same claim, with exceptions each statute lists.
- How to file with the New York State Division of Human RightsWho can file, how, what it costs, and what the Division does with a complaint.
- Inside a Division of Human Rights case: investigation, probable cause and hearingStage by stage, from the complaint to a Commissioner's order.
- How to file an EEOC charge in New YorkThe 300-day rule, the portal, and what the EEOC does next.
- The EEOC right-to-sue notice and the 90-day deadlineAfter the EEOC's notice, a federal claim must be filed in court within 90 days; State and City claims run on their own three-year clocks.
- Filing with the NYC Commission on Human RightsIntake, investigation, mediation and hearing at the City agency.
- Going straight to court: State court or federal courtWhat it means to file a lawsuit instead of an agency complaint, and how the two court systems differ.
- Dual filing: the EEOC, the State Division and the City CommissionWhat dual filing means, why a New York filing should not be assumed to reach the EEOC, and what to confirm in writing.
- Missed a deadline? Tolling, continuing violations and other limitsA deadline missed under one law may still be open under another, and a few narrow rules pause the clock.
Inside the workplace: reporting, investigations and evidence
What to expect when you raise a complaint internally, and how claims are proved.
- How to report harassment or discrimination to your employerWhat a complaint needs to say to be legally protected, and who to give it to.
- What happens in an HR investigationWhat the State's model policy says an investigation should look like, and your position as complainant, witness or accused.
- Is what I tell HR confidential?HR works for the employer. What confidentiality the law does and does not provide.
- Building a record: notes, messages and documentsWhat kinds of evidence are used in these cases and the legal limits on gathering it.
- Can I record my boss? New York's one-party consent ruleRecording a conversation you are part of is not a crime in New York. Other rules still apply.
- Employer monitoring, work email and your personnel fileWhat your employer can see, what it has to tell you, and what you can get.
- How discrimination and retaliation are provedDirect evidence is rare. The burden-shifting framework courts use, and how New York City law departs from it.
- Put on a performance plan, written up or sidelined after complainingWhether actions short of firing are legally retaliation depends on which law applies.
- What employers argue: the common defensesLegitimate business reason, Faragher/Ellerth, petty slights, undue hardship and others: which law each exists under and who has to prove it.
- For managers and small employers: what the law expects of youDuties that apply to every New York employer regardless of size.
Special situations
Government jobs, unions, arbitration agreements, immigration status and other facts that change the rules.
- Public employees: notice-of-claim rules and shorter deadlinesSuing a school district, county or other public employer can require a written notice within months.
- Federal employees: the 45-day EEO counselor ruleFederal workers follow a different process with a much shorter first deadline.
- Union members: grievances, arbitration and discrimination claimsA grievance is not a substitute for an agency charge, and the deadlines keep running.
- Arbitration agreements and class waiversArbitration clauses are generally enforced under federal law, with a federal exception for sexual harassment and sexual assault disputes.
- Agreements that shorten your time to sueA clause in a job application can cut the time to sue to months. Where New York courts enforce it and where New York City law voids it.
- Immigrant and undocumented workersNew York State and City law each name immigration status as a protected category, and two Labor Law statutes treat immigration threats as retaliation.
- Independent contractors, freelancers and gig workersThe EEOC says the federal laws it enforces do not cover independent contractors. New York State and City law each have a provision that does.
- Small businesses and family-owned employersThere is no small-employer exemption from the State Human Rights Law.
- Layoffs, reorganizations and "position eliminated"A layoff can be lawful and still be used to hide an unlawful decision.
- Workers' compensation, disability benefits and your discrimination claimHow a comp or benefits claim interacts with a discrimination or retaliation case.
Part 3
Take Action
What a claim can recover, how settlements and severance agreements work, what a lawsuit involves, and how to choose and pay a lawyer.
What a case can recover
The kinds of relief each law allows, and the limits on them.
- Damages in a New York discrimination, harassment or retaliation caseBack pay, front pay, emotional distress, punitive damages and fees: what each law allows.
- Federal damages caps, and why New York claims are not subject to themTitle VII and the ADA cap compensatory and punitive damages by employer size. The State and City Human Rights Laws state no such cap.
- Emotional distress damagesWhat they compensate, how they are proved, and how courts review awards.
- Punitive damages under federal, State and City lawAvailable under all three laws, on different conditions, and only against some employers.
- Back pay, front pay and reinstatementWhat each law says about lost pay and getting a job back, and the federal rule on looking for other work.
- Who pays the lawyers? Fee-shifting in employment casesWhen a court or agency may order the other side to pay attorney's fees under federal, State and City law.
- Are settlements and awards taxable?The federal tax rules for lost wages, emotional distress damages, punitive damages and attorney's fees. General information, not tax advice.
- What goes into the value of a claimNo formula exists. The legal factors that raise or limit recovery.
Settlement, severance and leaving the job
What to know before signing anything, and what happens to benefits when a job ends.
- Severance agreements: what you give up when you signThe State Labor Law does not require severance without a policy or agreement. What a release can and cannot take away.
- How long do I have to consider an agreement? 21 days, 45 days, 7 daysThe federal age-waiver rules and two New York State statutes set review and revocation periods in some situations.
- Mediation at the EEOC, the Division, the Commission and in courtHow mediation and conciliation work at the EEOC, the State Division and the NYC Commission, and what a settlement may contain.
- Quit or stay? The legal consequences of eachWhat resigning or staying means for constructive discharge, lost pay, unemployment benefits and retaliation claims.
- Unemployment benefits after being fired or quitting over harassmentA firing disqualifies only for misconduct; a resignation disqualifies only if it was without good cause.
- Final pay, health insurance and notices when a job endsWhat New York requires an employer to give you on the way out.
Lawyers and lawsuits
When people get a lawyer, how fees work, and what litigation involves.
- Do I need a lawyer?The State Division of Human Rights says you do not need one to file. What a lawyer does at each stage, and the free help that exists.
- How employment lawyers charge: contingency, hourly and hybrid feesNew York's professional rules on fee agreements and what must be in writing.
- Preparing for a consultation with an employment lawyerA checklist of documents and dates, and the questions worth asking.
- Stages of an employment lawsuitComplaint, discovery, depositions, summary judgment, trial. What each stage is.
- Summary judgment in employment discrimination casesWhat the motion is, the federal and State standards, and how New York City Human Rights Law claims are treated differently.
- Free and low-cost help for New York workersGovernment hotlines, legal aid and bar referral services, with current contact details.
- Agency directory: EEOC, State Division, City Commission, Department of Labor and Attorney GeneralAddresses, phone numbers and what each office handles.
- New York workplace discrimination statisticsWhat official EEOC, State and City data show, with every number sourced.
- A decision checklist: ten questions before you actThe questions that determine which laws, deadlines and forums apply to you.
Common questions about workplace rights in New York
What is a hostile work environment under New York law?
It depends on the layer. Under federal law, harassment is actionable only if it is severe or pervasive enough to alter the conditions of employment.[5] Under the New York State Human Rights Law, harassment is unlawful when it subjects a person to inferior terms, conditions or privileges of employment because of a protected category, whether or not it would be considered severe or pervasive.[6] Under the New York City Human Rights Law, the question is whether the person was treated less well because of a protected characteristic.[7]
Does my employer need a minimum number of employees for these laws to apply?
Under federal law, yes: Title VII covers an employer only if it has 15 or more employees, and the ADA's employment title uses the same count.[2][14] The New York State Human Rights Law covers all employers within the State, with no minimum.[3] For most of its employment provisions, the New York City Human Rights Law does not apply to an employer that had fewer than four persons in its employ throughout the relevant period.[4]
How long do I have to file a workplace discrimination or harassment claim in New York?
Each layer and forum has its own limit. Under federal law, the EEOC's New York District Office says a charge is due within 300 days from the alleged harm.[8][9] Under State law, a complaint to the Division of Human Rights is due within three years for acts on or after February 15, 2024, and a court action has three years.[10][15] Under the New York City Human Rights Law, a Commission complaint is due within one year, or three for gender-based harassment, and a court action within three years.[11][16]
Do I have to file with an agency before I can sue?
For federal claims, generally yes: the laws the EEOC enforces, except the Equal Pay Act, call for a charge before a lawsuit.[17] Claims under the New York State Human Rights Law and the New York City Human Rights Law can be filed directly in New York State Supreme Court with no agency filing first.[1] Under those two laws, a complaint filed with the State Division or the City Commission generally bars a court suit on the same State or City claim.[18]
What counts as sexual harassment in New York?
New York State's model policy defines sexual harassment as a form of gender-based discrimination that includes harassment based on sex, sexual orientation, gender identity, gender expression and transgender status.[19] It also covers a person in authority trying to trade job benefits for sexual favors, called quid pro quo harassment.[20] Under the State Human Rights Law, harassment does not need to be severe or pervasive to be unlawful.[6] Under federal law, harassment is actionable only if it is severe or pervasive.[5]
Does my employer have to accommodate a disability?
Under the federal ADA, not making reasonable accommodations to the known limitations of a qualified employee is discrimination unless the employer can show undue hardship.[21] Under the New York State Human Rights Law, it is unlawful to refuse reasonable accommodations to an employee's known disabilities.[22] In New York City, it is also unlawful to refuse or fail to engage in a cooperative dialogue within a reasonable time with a person who has requested an accommodation.[23]
What is retaliation, and is it illegal even if nobody was fired?
Under the New York State Human Rights Law, it is unlawful to retaliate against a person for opposing a forbidden practice, filing a complaint, testifying or assisting in a proceeding, or requesting a reasonable accommodation.[24] Under federal law, the act counts if it well might have dissuaded a reasonable worker from making or supporting a charge of discrimination.[25] Under the New York City Human Rights Law, it need not be an ultimate action or a materially adverse change, so long as it is reasonably likely to deter a person from engaging in protected activity.[26]
Can I file a complaint without a lawyer, and is there free help?
Yes. The State Division of Human Rights says reporting discrimination and filing a complaint are free and need no attorney; its Call Center is (844) 697-3471.[27][28] The NYC Commission on Human Rights says its services are free of charge.[29] The State's worker FAQ says a caller to the Division at (844) 697-3471 can also get a referral to a volunteer attorney for limited free assistance by phone on a sexual harassment matter; the State's 2023 model policy prints a sexual harassment hotline as 1 (800) HARASS3.[30][31]
Sources
- 42 U.S.C. § 2000e-5(e)(1), (f)(1); N.Y. Exec. Law § 297(1), (9); N.Y.C. Admin. Code §§ 8-109(a), 8-502(a); 28 U.S.C. § 1367(a) — New York State Senate, Laws of New York
- 42 U.S.C. § 2000e(b) — Legal Information Institute, Cornell Law School
- N.Y. Exec. Law § 292(5) — New York State Senate, Laws of New York
- N.Y.C. Admin. Code § 8-102 ("Employer"). — New York City Commission on Human Rights
- Meritor Savings Bank, FSB v. Vinson, 477 U.S. 57, 67 (1986) — Library of Congress, United States Reports
- N.Y. Exec. Law § 296(1)(h) — New York State Senate, Laws of New York
- Williams v. New York City Hous. Auth., 61 A.D.3d 62, 78 (1st Dep't 2009); Mihalik, 715 F.3d at 110. — static.case.law
- EEOC, New York District Office, "Timeliness" (read 5 Oct 2026) — U.S. Equal Employment Opportunity Commission
- 42 U.S.C. § 2000e-5(e)(1) — Legal Information Institute, Cornell Law School
- N.Y. Exec. Law § 297(5) — New York State Senate, Laws of New York
- N.Y.C. Admin. Code § 8-109(e) — New York City Commission on Human Rights
- N.Y.S. Division of Human Rights, "Report Discrimination" and "What To Expect" — New York State Division of Human Rights
- NYC Commission on Human Rights, "Contact Us"; "Report Discrimination" (pages read Oct. 5, 2026) — New York City Commission on Human Rights
- 42 U.S.C. § 12111(5)(A) — Legal Information Institute, Cornell Law School
- N.Y. C.P.L.R. 214(2); N.Y. Exec. Law § 297(9) — New York State Senate, Laws of New York
- N.Y.C. Admin. Code § 8-502(c), (d), (e) — New York City Commission on Human Rights
- EEOC, "EEOC Public Portal" (page read Oct. 5, 2026) — U.S. Equal Employment Opportunity Commission
- N.Y. Exec. Law § 297(9); N.Y.C. Admin. Code § 8-502(a)-(b) — New York State Senate, Laws of New York
- NYS Model Sexual Harassment Prevention Policy (2023 version), p. 3, "What Is Sexual Harassment?" — State of New York
- NYS Model Sexual Harassment Prevention Policy (2023 version), p. 4 — State of New York
- 42 U.S.C. § 12112(b)(5)(A)–(B) — Legal Information Institute, Cornell Law School
- N.Y. Exec. Law §§ 296(3)(a), 292(21-e) — New York State Senate, Laws of New York
- N.Y.C. Admin. Code § 8-107(28)(a) — New York City Commission on Human Rights
- N.Y. Exec. Law § 296(1)(e), (1)(h), (7) — New York State Senate, Laws of New York
- Burlington Northern & Santa Fe Ry. Co. v. White, 548 U.S. 53, 68 (2006) — Legal Information Institute, Cornell Law School
- N.Y.C. Admin. Code § 8-107(7) — New York City Commission on Human Rights
- N.Y.S. Division of Human Rights, "Report Discrimination" — New York State Division of Human Rights
- N.Y.S. Division of Human Rights, "Report Discrimination" (dhr.ny.gov/report) — New York State Division of Human Rights
- NYC Commission on Human Rights, "Complaint Process"; "Contact Us" — New York City Commission on Human Rights
- NYS, *How Workers Can Combat Sexual Harassment* (FAQ, For Workers, Q6) — State of New York
- NYS Model Sexual Harassment Prevention Policy (2023 version), p. 10 — State of New York