The Office of the New York State Attorney General (AG) announced in early January 2020 that it had reached a settlement with a restaurant owner accused of sexual harassment. New York City sexual harassment law protects workers from harassment on the basis of sex through statutes at the federal, state, and local levels. The AG’s complaint included alleged violations of city and state law. Under the settlement agreement, the restaurant owner will pay a six-figure sum to eleven former employees, followed by a share of the restaurant’s profits for the next decade.
Sex discrimination is considered an unlawful employment practice under the New York State Human Rights Law (NYSHRL) and the New York City Human Rights Law (NYCHRL). Court decisions have established that sexual harassment is a type of sex discrimination. Both state and city law specifically mention sexual harassment as an unlawful practice. The NYSHRL, for example, mentions sexual harassment in its definition of “employer.” N.Y. Exec. L. § 292(5). The NYCHRL identifies sexual harassment as a violation of public policy. N.Y.C. Admin. Code § 8-101.
Unlawful sexual harassment occurs when unwelcome sexual conduct is severe or pervasive enough to create a hostile work environment, or when submitting to sexual conduct is a condition of one’s employment. The objectionable conduct may range from bawdy jokes to outright sexual assault.