Once you make a sexual harassment claim to your company, they cannot simply ignore it. Find out what steps the company must take after a claim is made.

Gender Expression, Gender Identity Protection Bill that will amend the New York State’s Human Rights Law to protect all binary gender, nonconforming employees, and transgender employees from discriminatory treatment.

Under the new revised statute as of May 9, 2018, even if you’re the only employee, and you are being sexually harassed, being subjected to unwelcome sexual conduct, a sexually hostile work environment, you are in a position now to hold your employer accountable.

If your company doesn’t correct what they are doing that is discriminatory toward you as a result of your pregnancy, which is inseparable from who you are as a woman obviously, you wanna be in a position where they would have to make you happy in the separation. If you have to get a divorce from your company, you want to be able to leave with your head held high, and your shoulders squared.

Even if there is only one employee, one 1099 employee and that’s you, and you are being sexually harassed, you can fight back. Also under the same new revised law, effective July 2018, mandatory arbitration will no longer be mandatory for sexual harassment claims in New York.

As of January 2016 the New York State Human Rights Law bans discrimination and harassment against transgender people, which means…