The Commission has the authority to assess fines and obtain cash settlements for those aggrieved by violations of the NYC Human Rights Law. Additional settlements and provisions successfully negotiated by the Commission might also include rehirings, policy changes, and modifications for accessibility. Below you will find a list of selected monthly settlements by the Commission's Law Enforcement Bureau, for Calendar Year 2018.
Home Depot Undergoes Training, Revises Its Anti-Discrimination Policy, Makes Written Apology, and Pays Emotional Distress Damages to Complainant in Race Discrimination Case
A customer, who is Black, filed a complaint against Home Depot alleging that when she attempted to make a purchase at the retailer’s Bronx store, a cashier became upset and used racist language. The Commission, Complainant, and Respondent entered into a conciliation agreement requiring Respondent to pay the complainant emotional distress damages; train its staff on their obligations under the New York City Human Rights Law; and make a written apology to the Complainant. Over the course of the investigation, Respondent also revised and updated its anti-discrimination policies.
Morton Williams Supermarkets pays $22,500 in Damages in Sexual Harassment Case and Commits to Creating Comprehensive Anti-Discrimination and Anti-Sexual Harassment Policies and Training
A former employee filed a complaint against Morton Williams Supermarkets and a Morton Williams manager alleging that she was subjected to sexual harassment in the workplace. Following the Law Enforcement Bureau’s investigation, the Commission and the parties entered into a conciliation agreement requiring Morton Williams to pay $12,500 in emotional distress damages to the Complainant, pay a civil penalty of $10,000 to the City of New York, conduct in-person anti-discrimination training for all managerial employees, create a policy detailing its obligations under the New York City Human Rights Law, which must include policies and procedures for the prevention of sexual harassment in the workplace, and post copies of the Commission’s Notice of Rights, Stop Sexual Harassment Act Notice, and Pregnancy Employment Notice at all of its locations in New York City.
Taylor Recycling Center and Its Successor Company Vee Recycling Inc. Pays $60,000 in Emotional Distress Damages and $50,000 in Civil Penalties to Settle Sexual Harassment Claim and Individually-Named Owner Must Perform 50 Hours of Community Service
A former employee filed a gender-based harassment claim against her employer, Taylor Recycling Center, Inc. (“Taylor Recycling”), a recycling company, alleging egregious claims of sexual harassment by the owner that escalated from unwelcomed and harassing comments to forcible physical touching. Taylor Recycling has ceased operations. The settlement was reached with Taylor Recycling and its successor company, Vee Recycling Inc. (“Vee”) to pay $60,000 in emotional distress damages to the complainant, $50,000 in civil penalties to the Commission, to create and implement a written policy detailing its obligations under the New York City Human Rights Law, implement procedures for the prevention and detection of unlawful discriminatory practices and a meaningful and responsive procedure for investigating complaints, and display postings outlining its obligations under the New York City Human Rights Law, including the Stop Sexual Harassment Act Notice in English and Spanish. In addition, the individually named Respondent-owner must perform fifty (50) hours of community service working with organizations that provide services to the homeless population.
Gansevoort Hotel Agrees to Pay a Black Customer Who Alleged Race Discrimination $10,000 in Damages to Complainant $5,000 in Civil Penalties to the City of New York
A Black customer who was denied entry to a hotel bar, even though her white friends had previously been allowed in, alleged race discrimination. The hotel agreed to pay $10,000 to the customer, $5,000 in civil penalties to the City of New York, and conduct anti-discrimination training for all staff.
NYC Administration for Children’s Services Settles Pregnancy Discrimination and Sexual Harassments Claims by Former Employee, Pays $23,000 in Damages, and Agrees to Monitoring of Sexual Harassment Complaints
Complainant, a former special officer at a secure facility administered by the New York City Administration for Children’s Services (“ACS”), filed a complaint alleging that she endured sexual harassment by a supervisor while on the job, that he tried to terminate her employment when she became pregnant, and that ACS failed to properly accommodate her pregnancy. The Law Enforcement Bureau conducted an investigation and found evidence that a former supervisor may have sexually harassment complainant and attempted to terminate her employment because of her pregnancy. The Commission, Complainant, and Respondents entered into a settlement agreement whereby ACS agreed to pay Complainant $23,000 in emotional distress damages, as well as the following affirmative relief at the relevant facility: the Law Enforcement Bureau will monitor internal complaints of sexual harassment for one (1) year; the managers and directors of the facility will take the Commission’s Anti-Sexual Harassment Training; ACS will distribute the Commission’s Stop Sexual Harassment materials to the facility’s employees; and ACS will post the Commission’s Notice of Rights, Pregnancy Accommodations at Work, and “It’s Not Just a Joke, It’s Sexual Harassment” posters throughout the facility.
Tomba Realty, a Bronx Landlord Pays Tenant Emotional Distress Damages and Institutes Lifetime Preferential Rent for Threatening Eviction for Emotional Support Animal
Tomba Realty, a Bronx landlord, has agreed to compensate a complainant living with disabilities after it threatened to raise his rent and evict him because he has an emotional support animal. The Commission’s Law Enforcement Bureau reviewed communications that Tomba Realty had sent to the complainant and determined that they were in clear violation of the New York City Human Rights Law, which requires landlords to reasonably accommodate emotional support and service animals even if there is a “no pets” clause in the lease. Tomba and the complainant entered into a conciliation agreement requiring Tomba to pay the complainant $6,000; make complainant’s nearly $500 preferential rent credit permanent; pay a civil penalty of $2,500 to the City of New York; allow the Commission to monitor its evictions for one (1) year; put up Notice of Rights posters; and require that the building’s property manager attend a training on the New York City Human Rights Law.
The Sports and Arts in Schools Foundation Settles a Fair Chance Act Claim, Paying $6,000 in Damages and Agreeing to Change its Anti-Discrimination Policies and Train its Employees on the NYCHRL
The Sports and Arts in Schools Foundation, a non-profit, settles a case alleging violations of the Fair Chance Act. The employer paid the Complainant $6,000 in damages, agreed to conduct anti-discrimination trainings for all employees annually, make extensive revisions to its anti-discrimination policies and Employee Handbook, and display postings notifying employees of their rights under the NYCHRL.
Mitchell Lama co-op, Third Housing, Electchester Development in Fresh Meadows, Queens Pays $30,000 in Damages and Penalties to Settle Disability Discrimination and Associational Discrimination Claims; Agrees to Drop Eviction Case, Create NYCHRL Policies, and Undergo Monitoring
An owner of a unit in a cooperative apartment building removed carpeting throughout the unit because it exacerbated her child’s allergies, placing the family in violation of the rules of the housing cooperative, Third Housing Inc. Corporation. After the co-op initiated an eviction case against the family, Complainant filed a disability discrimination and associational discrimination complaint on behalf of herself and her child alleging that the co-op failed to reasonably accommodate the child’s health condition. To settle the claim, the parties entered into a conciliation agreement requiring that the co-op waive the carpeting rule upon Complainant’s installation of alternate soundproof flooring. Additionally, the co-op will discontinue the housing court case with prejudice and adjust the family’s maintenance balance to remove approximately $10,000 in related legal fees; develop policies and train board members and staff regarding obligations under the NYCHRL; make postings of the Commission’s “Fair Housing” poster; undergo two (2) years of monitoring; and pay $20,000 in emotional distress damages to Complainants and civil penalties of $10,000 to the City of New York.
99 Flavor Taste Restaurant to Install Accessible Barbecue Tables at Three Locations
Complainant, who uses a wheelchair for mobility, alleged that Respondent restaurant failed to accommodate her by not providing her seating that allowed her to enjoy cooking Korean barbecue with her son for his birthday. She was forced instead to sit far from the center of the table and blocked the passageway between tables, which was humiliating for her. As a settlement in the matter, Respondent agreed to install—at a significant cost—new customized Korean barbecue tables at all three of its restaurants that will permit those using wheelchairs to participate in the table barbecue cooking like all other patrons. Moreover, Respondent paid Complainant $4,500 in emotional distress damages, will train all employees on reasonable accommodations under the City Human Rights Law, and will post notices of patrons’ rights under the City Human Rights Law.
One of Nation’s Largest Tenant Application Processors Offers Option of Using an Independent Taxpayer Identification Numbers in Lieu of Social Security Number and Landlord, Rose Associates, Who Insisted on an Additional Security Deposit, Agrees to Two Months Free Rent
Complainant, an immigrant, alleged that Respondent, Rose Associates, a major NYC landlord, discriminated against her based on her immigration status in requiring her to obtain additional security for her apartment because her social security number “was too new.” In settling the case, Respondent agreed to provide Complainant two months of free rent (a $5,400 value), reimburse her $2,500 for fees incurred as a result of the security requirement, and require one of the nation’s largest tenant application processors to offer prospective tenants the option of using an independent taxpayer identification number (ITIN) in lieu of a social security number. It has also trained its employees on the requirements for landlords under the City Human Rights Law.
Adorable Pillows Pays Full Back Pay, Emotional Distress Damages, Civil Penalties, Two Years of Monitoring, Training and NYCHRL Postings to Settle a Pregnancy Discrimination Case
Complainant was pregnant when she worked at a Brooklyn pillow factory, and alleged that after suffering a seconds-long dizzy spell due to her pregnancy, Respondents terminated her employment in violation of the City Human Rights Law instead of allowing her to continue working. In settling the case, Respondents agreed to pay Complainant her full back pay of about $8,300; emotional distress damages of $7,500; and civil penalties of $7,500. Respondents will also train all employees and principals on pregnancy discrimination and an employer’s obligations under the City Human Rights Law; will post notices to employees in English and Spanish of their rights under the Human Rights Law; revise its anti-discrimination and reasonable accommodation policies; and consent to two years of monitoring by the Commission of their handling of requests for reasonable accommodations.
NYC Department of Consumer and Worker Protection Settles a Pregnancy Discrimination Case, Paying $28,750 in Back Pay and Emotional Distress Damages
The NYC Department of Consumer Affairs settled a pregnancy, gender-based discrimination failure to accommodate claim. The allegations were that the employer failed to accommodate requests made related to her pregnancy, failed to engage in a cooperative dialogue and eventually terminated her employment because of pregnancy related absences. As part of the conciliation agreement, the employer paid $28,750 in back pay and emotional distress damages, agreed to attend anti-discrimination training, submit records of all requests for reasonable accommodations related to pregnancy and/or disability to the Commission for a period of twelve months, and post a Notice of Rights about pregnancy accommodations, sexual harassment, and other requirements under the NYCHRL.