Maxine Neuhauser, a Member of the Firm in the Employment, Labor & Workforce Management and Health Care and Life Sciences practices, in the firm’s Newark office, authored an article in Business Insurance titled “Expanded Employment Liabilities Require Proactive Mitigation.” (Read the full version – registration required.)
Following is an excerpt:
Adding to the trend are new issues unimaginable just a few years ago. New York City's Human Rights Commission, for example, recently announced legal enforcement guidance broadly interpreting the New York City Human Rights Law's prohibition against gender identity and gender discrimination claims in new ways.
Under the new guidelines, employers must use gender-neutral pronouns (such as ze/hir) if requested by an employee to do so, may not require dress codes or uniforms or apply grooming or appearance standards that impose different requirements according to gender, and must permit employees to use bathrooms “consistent with their gender, regardless of their sex assigned at birth, anatomy, medical history, appearance or the sex indicated on their identification.”
