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New York City Employers Will Be Required to Engage in Reasonable Accommodations Dialogue

On January 19, 2018, New York City enacted Int. No 804-A(“Bill”), which will amend the New York City Human Rights Law (“NYCHRL”) to require covered entities—including employers and public accommodations—to engage in a cooperative dialogue with individuals who may be entitled to a reasonable accommodation under the NYCHRL. The term “cooperative dialogue” means the process by which a covered entity and an individual who may be entitled to an accommodation exchange information to identify the individual’s needs, his or her requested accommodation(s), and potential alternatives to the requested accommodation(s). The Bill becomes effective on October 15, 2018.

When Will Employers Be Required to Engage in a Cooperative Dialogue?

Under the Bill, employers will not be allowed to refuse or otherwise fail to engage in a cooperative dialogue within a reasonable timeframe with a person who has requested an accommodation—“or who the [employer] has notice may require such an accommodation”—related to:

  • religious needs;

  • a disability;

  • pregnancy, childbirth, or a related medical condition; or

  • such person’s needs as a victim of domestic violence, sex offenses, or stalking.1

The Bill will require employers to provide the individual requesting an accommodation a written final determination identifying any accommodation that has been either granted or denied.2 Importantly, the Bill states that “the determination that no reasonable accommodation would enable the person requesting an accommodation to satisfy the essential requisites of a job or enjoy the right or rights in question may only be made after the parties have engaged, or the covered entity has attempted to engage, in a cooperative dialogue” (emphasis added).

What New York City Employers and Public Accommodations Should Do Now

The Bill will go into effect on October 15, 2018. In the meantime, covered entities operating in New York City should do the following:

  • Review and, if necessary, revise existing accommodation policies and procedures to ensure compliance with the Bill, specifically with respect to the elements of a “cooperative dialogue”—i.e., how you will determine whether a requested accommodation is reasonable and, if it is not, that you will consider whether an alternative reasonable accommodation is feasible.

  • Train human resources staff on the requirements of the Bill, including:

    • the nature of a “cooperative dialogue”;

    • the need to engage in this dialogue prior to making a determination about a requested accommodation; and

    • for employers, the necessity of providing a written response to the employee who requested the accommodation.

  • Keep in mind that an individual need not request an accommodation to trigger the obligation to engage in, or attempt to engage in, a cooperative dialogue; the obligation to do so also arises when the covered entity has “notice” that an accommodation may be required. The Bill does not define “notice,” but it may include (in the employment setting) a job applicant in a wheelchair or (in a public accommodation) a person walking with a guide dog. Accordingly, employees should be trained in how to properly identify and respond to such situations.


1. With regard to public accommodations, an entity’s obligation to engage in a cooperative dialogue with a customer or other member of the public appears to be limited to only the situation in which an accommodation has been requested, or the entity has notice that an accommodation may be required, due to a disability.

2. Public accommodations need not provide the final determination in writing.

©2018 Epstein Becker & Green, P.C. All rights reserved.

TRENDING LEGAL ANALYSIS


About this Author

Susan Gross Sholinsky, Labor Employment Attorney, Epstein Becker Green Law Firm
Member of the Firm

SUSAN GROSS SHOLINSKY is a Member of the Firm in the Labor and Employment practice, in the New York office of Epstein Becker Green. She counsels clients on a variety of matters, in a practical and straightforward manner, with an eye toward reducing the possibility of employment-related claims. In 2013, Ms. Sholinsky was named to theNew York Metro Rising Stars list in the area of Employment & Labor.

212-351-4789
Nancy Gunzenhauser, Labor Employment Attorney, Epstein Becker Law Firm
Associate

NANCY L. GUNZENHAUSER is an Associate in the Labor and Employment practice, in the New York office of Epstein Becker Green.

Ms. Gunzenhauser:

  • Counsels clients on compliance with EEO laws, the Americans with Disabilities Act, the Family and Medical Leave Act, worker classification issues, and other federal, state, and local statutes governing the workplace
  • Advises employers in all facets of the employment relationship, from pre-employment considerations and hiring to terminations and post-employment restrictions
  • Prepares employment, consulting, and separation agreements
  • Audits employers’ employment policies, procedures, and handbooks to ensure compliance with applicable laws and best practices
  • Conducts workplace training seminars for employees, managers, and human resources personnel
  • Assists in defending clients in labor and employment-related litigation in a broad array of matters, such as discrimination, harassment, retaliation, breach of contract, and wage and hour disputes
212-351-3758
Ann Knuckles Mahoney, Epstein Becker Green, employee handbook attorney
Associate

ANN KNUCKLES MAHONEY is an Associate in the Employment, Labor, and Workforce Management practice, in the New York office of Epstein Becker Green. Ms. Knuckles Mahoney:

  • Counsels employers on practices and procedures, such as employee handbooks and stand-alone policies

  • Advises employers on Fair Labor Standards Act (FLSA) wage and hour laws and the classification of workers

  • Assists in defending clients in labor and employment-related litigation in a...

212-351-5521