{"id":511,"date":"2013-10-15T15:42:40","date_gmt":"2013-10-15T15:42:40","guid":{"rendered":"https:\/\/www.fslawfirm.com\/blog\/?p=511"},"modified":"2013-10-15T15:42:40","modified_gmt":"2013-10-15T15:42:40","slug":"ny-court-of-appeals-issues-favorable-decision-regarding-the-nyc-human-rights-law","status":"publish","type":"post","link":"https:\/\/www.fslawfirm.com\/blog\/2013\/10\/ny-court-of-appeals-issues-favorable-decision-regarding-the-nyc-human-rights-law\/","title":{"rendered":"NY Court of Appeals Issues Favorable Decision Regarding The NYC Human Rights Law"},"content":{"rendered":"<p>&nbsp;<\/p>\n<p class=\"MsoNormal\" style=\"text-align: justify;\"><em style=\"mso-bidi-font-style: normal;\"><span style=\"font-size: 12.0pt; line-height: 115%; font-family: 'Times New Roman','serif';\">Giuseppe Romanello v. Intesa Sanpaolo<\/span><\/em><\/p>\n<p class=\"MsoNormal\" style=\"text-align: justify;\"><em style=\"mso-bidi-font-style: normal;\"><span style=\"font-size: 12.0pt; line-height: 115%; font-family: 'Times New Roman','serif';\"><a href=\"https:\/\/www.fslawfirm.com\/blog\/wp-content\/uploads\/2013\/10\/Romanello-Ct-Appeals-2013.pdf\">Romanello Ct Appeals 2013<\/a><\/span><\/em><\/p>\n<p class=\"MsoNormal\" style=\"text-align: justify;\"><span style=\"font-size: 12.0pt; line-height: 115%; font-family: 'Times New Roman','serif';\">The N.Y. Court of Appeals partially overturned the Appellate Division\u2019s ruling by reinstating Plaintiff\u2019s disability discrimination claim under the New York City Human Rights Law (\u201cNYCHRL\u201d).<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>The plaintiff in this case took leave from work under the Family Medical Leave Act (\u201cFMLA\u201d) because he was diagnosed with several disorders including major depression.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>After about five months, Plaintiff\u2019s employer, the Defendant, sent Plaintiff a letter informing Plaintiff that his FMLA was expiring soon and whether Plaintiff was coming back to work or \u201cabandoning\u201d his position.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>Plaintiff, through his lawyer, responded to the letter, stating that Plaintiff was in no condition to return to work and Plaintiff has no intention to abandon his position.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>After receiving Plaintiff\u2019s letter, Defendant terminated Plaintiff.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>Plaintiff filed a lawsuit alleging disability discrimination under the New York State Human Rights Law (\u201cNYSHRL\u201d) and NYCHRL.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>The Supreme Court granted Defendant\u2019s motion to dismiss, and dismissed both causes of action.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>The Appellate Division affirmed the Supreme Court\u2019s holding.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span><\/span><\/p>\n<p class=\"MsoNormal\" style=\"text-align: justify;\"><span style=\"font-size: 12.0pt; line-height: 115%; font-family: 'Times New Roman','serif';\">In overturning the Appellate Division\u2019s holding, the N.Y. Court of Appeals focused on the definitions of \u201cdisability\u201d under both the NYSHRL and the NYCHRL.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>In context of employment discrimination, \u201cdisability\u201d under the NYSHRL is \u201climited to disabilities which, upon the provision of reasonable accommodations, do not prevent the complainant from performing in a reasonable manner the activities involved in the job or occupation sought or held.\u201d Executive Law \u00a7 292 [21].<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>A \u201creasonable accommodation\u201d means actions taken which permit an employee with a disability to perform in a reasonable manner activities involved in the job, and \u201cdo not impose an undue hardship on the business.\u201d Executive Law \u00a7 292 [21-e].<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>Under the NYSHRL, the plaintiff has the burden of proving that with a reasonable accommodation he could perform essential functions of his job and that it would not be unduly burdensome to the business.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>In this case, Plaintiff failed to meet its pleading requirements and therefore, the Court of Appeals affirmed the dismissal of the NYSHRL claim.<\/span><\/p>\n<p class=\"MsoNormal\" style=\"text-align: justify;\"><span style=\"font-size: 12.0pt; line-height: 115%; font-family: 'Times New Roman','serif';\">However, the NYCHRL affords broader protections than the NYSHRL and the provisions should be broadly construed \u201cin favor of discrimination plaintiffs, to the extent that such a construction is reasonably possible.\u201d<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>Unlike the NYSHRL, the NYCHRL\u2019s definition of \u201cdisability\u201d does not include \u201creasonable accommodation,\u201d rather it is defined in terms of impairments.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>Furthermore, the NYCHRL requires that an employer \u201cmake reasonable accommodations to enable a person with a disability to satisfy the essential requisites of a job . . . provided that the disability is known or should have been known by the [employer].\u201d<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>Also, unlike the NYSHRL, the NYCHRL places the burden on the employer to prove undue hardship and provides an affirmative defense to employers if the employee cannot perform essential requisites of the job with the reasonable accommodation.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>Here, Defendant was on notice of Plaintiff\u2019s disability, thus it was Defendant\u2019s obligation under the NYCHRL to plead and prove that Plaintiff could not perform his essential job functions with a reasonable accommodation.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>Since the Defendant failed to meet these requirements in the motion to dismiss, the Court of Appeals overturned the Appellate Division\u2019s dismissal and reinstated Plaintiff\u2019s cause of action under the NYCHRL.<\/span><\/p>\n<p class=\"MsoNormal\" style=\"text-align: justify;\"><span style=\"font-size: 12.0pt; line-height: 115%; font-family: 'Times New Roman','serif';\">The Employment Lawyers of Fitapelli &amp; Schaffer, LLP frequently represent employees who have been discriminated against due to a disability.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>If a person works in any borough of New York City they are covered under the New York City Human Rights Law, which provides broader protections than the state and federal laws.<span style=\"mso-spacerun: yes;\">\u00a0 <\/span>If you feel you are being discriminated against because of a disability, then please call the employment lawyers of Fitapelli &amp; Schaffer, (212) 30-0375, to schedule a free consultation.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>&nbsp;<br \/>\nGiuseppe Romanello v. Intesa Sanpaolo<br \/>\nRomanello Ct Appeals 2013<br \/>\nThe N.Y. Court of Appeals partially overturned the Appellate Division\u2019s ruling by reinstating Plaintiff\u2019s disability discrimination claim under the New York City Human Rights Law (\u201cNYCHRL\u201d).\u00a0 The plaintiff in this case took leave from work under the Family Medical Leave Act (\u201cFMLA\u201d) because he was diagnosed with several disorders including major depression.\u00a0 After about five months, Plaintiff\u2019s employer, the Defendant, sent Plaintiff a letter informing Plaintiff that his FMLA was &#8230;<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[38,1,39],"tags":[],"class_list":["post-511","post","type-post","status-publish","format-standard","hentry","category-discrimination","category-employment-law","category-harassment"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>NY Court of Appeals Issues Favorable Decision Regarding The NYC Human Rights Law  - New York Employment Lawyer<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.fslawfirm.com\/blog\/2013\/10\/ny-court-of-appeals-issues-favorable-decision-regarding-the-nyc-human-rights-law\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"NY Court of Appeals Issues Favorable Decision Regarding The NYC Human Rights Law  - New York Employment Lawyer\" \/>\n<meta property=\"og:description\" content=\"&nbsp; Giuseppe Romanello v. Intesa Sanpaolo Romanello Ct Appeals 2013 The N.Y. Court of Appeals partially overturned the Appellate Division\u2019s ruling by reinstating Plaintiff\u2019s disability discrimination claim under the New York City Human Rights Law (\u201cNYCHRL\u201d).\u00a0 The plaintiff in this case took leave from work under the Family Medical Leave Act (\u201cFMLA\u201d) because he was diagnosed with several disorders including major depression.\u00a0 After about five months, Plaintiff\u2019s employer, the Defendant, sent Plaintiff a letter informing Plaintiff that his FMLA was ...\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.fslawfirm.com\/blog\/2013\/10\/ny-court-of-appeals-issues-favorable-decision-regarding-the-nyc-human-rights-law\/\" \/>\n<meta property=\"og:site_name\" content=\"New York Employment Lawyer\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/FSLawFirm\" \/>\n<meta property=\"article:published_time\" content=\"2013-10-15T15:42:40+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.fslawfirm.com\/blog\/wp-content\/uploads\/2015\/01\/FSLaw_Logo_Blue_FB.png\" \/>\n\t<meta property=\"og:image:width\" content=\"300\" \/>\n\t<meta property=\"og:image:height\" content=\"300\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"bschaffer\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"bschaffer\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.fslawfirm.com\\\/blog\\\/2013\\\/10\\\/ny-court-of-appeals-issues-favorable-decision-regarding-the-nyc-human-rights-law\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.fslawfirm.com\\\/blog\\\/2013\\\/10\\\/ny-court-of-appeals-issues-favorable-decision-regarding-the-nyc-human-rights-law\\\/\"},\"author\":{\"name\":\"bschaffer\",\"@id\":\"https:\\\/\\\/www.fslawfirm.com\\\/blog\\\/#\\\/schema\\\/person\\\/749a268f980a6cee82fa2f713ef54852\"},\"headline\":\"NY Court of Appeals Issues Favorable Decision Regarding The NYC Human Rights Law\",\"datePublished\":\"2013-10-15T15:42:40+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.fslawfirm.com\\\/blog\\\/2013\\\/10\\\/ny-court-of-appeals-issues-favorable-decision-regarding-the-nyc-human-rights-law\\\/\"},\"wordCount\":629,\"publisher\":{\"@id\":\"https:\\\/\\\/www.fslawfirm.com\\\/blog\\\/#organization\"},\"articleSection\":[\"Discrimination\",\"Employment Law\",\"Harassment\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.fslawfirm.com\\\/blog\\\/2013\\\/10\\\/ny-court-of-appeals-issues-favorable-decision-regarding-the-nyc-human-rights-law\\\/\",\"url\":\"https:\\\/\\\/www.fslawfirm.com\\\/blog\\\/2013\\\/10\\\/ny-court-of-appeals-issues-favorable-decision-regarding-the-nyc-human-rights-law\\\/\",\"name\":\"NY Court of Appeals Issues Favorable Decision Regarding The NYC Human Rights Law - 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