This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Legislation creating an employment discrimination testing and investigation program designed to root out unlawful hiring practices was signed into law April 20, 2015, by New York City Mayor Bill de Blasio.
The measure, passed March 31 by the City Council, allows the New York City Human Rights Commission to organize and conduct at least five investigations of hiring discrimination over the course of a year. The first investigation must be launched by Oct. 1, 2015.
Under the law, the commission is allowed to use “matched pair testing” in investigating the hiring practices of local employers, labor organizations, and employment agencies. This investigatory method uses two testers with similar credentials, but who differ with respect to a characteristic protected under the New York City Human Rights Law– including age, race, gender, creed, color, national origin, sexual orientation, military status, marital status, partnership status, or disability – to inquire about or apply for the same job with an employer.
The testing is intended to determine whether the targeted employers are discriminating in their screening and hiring practices. The new law marks the first time the commission has been authorized to proactively search for discrimination rather than simply investigate filed discrimination complaints.
The commission is required to report its results to the City Council by March 1, 2017, and to refer any discriminatory practices to the Law Enforcement Bureau for further investigation.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 10,000 companies