Braverman, PLLC

19 West 44th Street 

Suite  1500

New York, NY 10036

phone: (212) 233-2910

fax: (646) 385-7549

  • DISCLAIMER: Everything displayed on this website shall be regarded as general information and in no way should it be interpreted as legal advice. You should contact an attorney directly regarding your own situation. Note that an attorney-client relationship will only be established after we’ve determined that there is no conflict of interest and only after a written legal services agreement has been signed between the law firm and the prospective client.

  • Daniel S. Braverman, Esq. has been selected as a Lawyer of Distinction in the publication Lawyers of Distinction. A description of the selection methodology can be found at Mr. Braverman  was awarded the 2018 Lawyers of Distinction Award in Labor and Employment Law.  Mr. Braverman is licensed to practice law  in New York and New Jersey. No aspect of this website or any advertisement contained on this website has been approved or sanctioned by the Supreme Court of New Jersey, the New York State Court of Appeals, or any other court or governmental agency or entity.

ATTORNEY ADVERTISING: The information presented on this website should not be construed to be formal legal advice. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services that might be performed by other lawyers.  Any testimonial or endorsement on this website does not constitute a guarantee or prediction regarding the outcome of your legal matter. Prior results achieved do not guarantee a similar or future outcome.

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Brave Law Bulletin

(Employment Law Updates) October 2018


New York City and New York State Laws Expand Protections and Require Training


- The NYC Human Rights Law (“NYCHRL”) has been expanded to cover all employers, regardless of size, regarding claims of gender-based harassment.


- An individual now has three years to file a complaint with the NYC Commission on Human Rights (“NYCCHR”) alleging gender-based harassment under the NYCHRL.  This is an exception to the 1-year limitations period applicable to other claims under the NYCHRL.


- By September 6, 2018, employers must post a “Stop Sexual Harassment Act Notice” both in English and Spanish and begin distributing a “Stop Sexual Harassment Act Factsheet” at the time of hire.


- Effective April 1, 2019, employers with 15 or more employees are obligated to provide annual anti-sexual harassment training for all employees, including supervisors and managers. 


- Sexual harassment protections have been expanded to cover “non-employees,” such as contractors, subcontractors, vendors, consultants, and others.


- Use of mandatory arbitration clauses to resolve allegations or claims of sexual harassment are prohibited, unless inconsistent with federal law or as required by a CBA.


- Use of nondisclosure provisions and agreements related to sexual harassment causes of action or claims are prohibited, unless certain requirements are met.


- By October 9, 2018, employers must implement a mandatory annual training program, distribute a written anti-harassment policy, and begin use of a complaint form for employees to report alleged incidents of sexual harassment.  Thereafter, and by no later than October 9, 2019, employment training of all employees must be completed.  Subsequently hired employees must be trained "as soon as possible."

If you have any questions regarding the above, please feel free to reach out to Braverman, PLLC.